Do I have to raise a grievance before going to an employment tribunal?

You are not legally required to exhaust an internal grievance procedure before making a tribunal claim, but if you do not follow a reasonable internal process, a tribunal may reduce any compensation awarded to you by up to 25 per cent. More practically, you must go through Acas Early Conciliation before a tribunal claim can be issued, so there is always at least one mandatory step outside of tribunal proceedings. Following your employer's internal process first is almost always advisable — it often resolves the matter, and it demonstrates you acted reasonably.

Can my employer dismiss me or discipline me for raising a grievance?

No. You have the right to raise a grievance without suffering any detriment as a result. If your employer retaliates — by dismissing you, reducing your hours, passing you over for promotion, or treating you differently — that treatment may constitute victimisation, and in some cases automatically unfair dismissal. Document any change in treatment after you submit your grievance, including dates and the nature of the change.

What if my grievance is about my manager — who do I send the letter to?

If your grievance concerns your direct line manager, you should send your written grievance to the next level of management above them, or directly to HR if your organisation has an HR department. The purpose is to ensure the person investigating your complaint is not the person you are complaining about. Most grievance policies address this scenario directly, so check your employer's policy for the specific route. If you work for a very small employer with no alternative manager, consider seeking advice from Acas on how to proceed.

Can I raise a grievance if I have already resigned?

Yes. You can submit a grievance letter even after you have given notice, and in some circumstances it is important to do so. If you are resigning because of your employer's conduct — for example, because of bullying or a fundamental breach of contract — submitting a grievance letter at the same time as or before your resignation letter helps establish that you resigned in response to the employer's behaviour, which is the foundation of a constructive dismissal claim. The grievance meeting may still take place during your notice period.

Is a grievance procedure the same as a disciplinary procedure?

No — they are separate processes, though both are governed by the same Acas Code of Practice. A disciplinary procedure is initiated by the employer in response to concerns about an employee's conduct or performance. A grievance procedure is initiated by the employee to raise a concern about their treatment or working conditions. Sometimes the two overlap — for example, if you raise a grievance during an ongoing disciplinary process. In that case, the Acas Code recommends that both are handled separately, though it may be appropriate to pause one pending the outcome of the other depending on the circumstances.

Grievance Procedure UK: How to Raise a Complaint at Work

How to raise a formal grievance at work in the UK following the Acas Code: informal resolution, writing a grievance letter, the meeting, your right to be accompanied, and appeals.

Every employee in the UK has the right to raise concerns about their treatment at work — whether that is conflict with a manager, unfair treatment, a health and safety worry, or a breach of contract. This formal process is known as raising a grievance, and the rules governing it are set out in the Acas Code of Practice on disciplinary and grievance procedures. The Code does not have the force of statute, but employment tribunals are legally required to take it into account when assessing how a dispute was handled, and they can adjust any award by up to 25 per cent if either party unreasonably fails to follow it. Understanding the process thoroughly — from the moment you first decide something is wrong to the point where you might need to consider tribunal proceedings — can make a significant difference to the outcome of your case, regardless of whether you work in healthcare, hospitality, construction, education, finance, or any other sector.

What Counts as a Grievance?

A grievance is any concern, problem, or complaint that an employee wants to raise formally with their employer. The scope is deliberately broad. Common examples include:

Bullying, harassment, or discrimination — including treatment related to a protected characteristic such as race, sex, disability, religion, age, or sexual orientation under the Equality Act 2010.
Breach of contract — for example, an employer unilaterally changing your pay, hours, or duties without agreement. If you are in a situation where significant changes are being imposed on you, it is also worth reading about your notice period rights, as those rights interact closely with constructive dismissal risk.
Unfair workload or working conditions — being asked to work in unsafe conditions, having reasonable adjustments refused, or being systematically overloaded without support.
Concerns about pay or benefits — underpayment of wages, incorrect deductions, or failure to pay statutory entitlements.
Victimisation — being treated badly because you previously raised a concern, made a protected disclosure (whistleblowing), or supported a colleague in a grievance.
Refusal of statutory rights — such as a rejection of a flexible working request handled improperly; for a full breakdown of that process, see the guide on making a flexible working request in the UK.

The grievance process is not intended for minor day-to-day frustrations that can be dealt with through normal conversation. But if a matter is genuinely affecting your wellbeing, your contractual position, or your ability to do your job, raising it formally is both legitimate and often necessary to protect your legal position.

Informal Resolution First

The Acas Code explicitly encourages both employers and employees to try to resolve problems informally before moving to a formal grievance. This is not just a procedural nicety — it often produces faster, less adversarial outcomes, and it is far less stressful for everyone involved.

Informal resolution might mean:

A direct conversation with the person whose behaviour concerns you, if that is safe and appropriate.
A quiet word with your line manager or HR contact about the issue, framing it as something you want to resolve without escalation.
Mediation — where an impartial third party helps both sides reach a mutual agreement. Many organisations have internal mediators, and Acas also provides external mediation services.

You should keep a brief written record of any informal steps you take — dates, who you spoke to, and what was said. If the matter later escalates to a formal grievance or tribunal, this record demonstrates that you acted reasonably and gave the employer an opportunity to address the problem at the earliest stage.

If informal attempts do not resolve the issue — or if the issue is serious enough (such as discrimination or a significant breach of contract) that informal resolution is simply not appropriate — you should move to the formal route without delay. Waiting too long can sometimes prejudice your position, particularly if relevant evidence becomes harder to gather.

The Formal Grievance: Putting It in Writing

The formal grievance process begins when you submit a written grievance letter to your employer. This is a critical document, and taking time to structure it clearly will help both you and the person investigating your complaint understand exactly what happened and what outcome you are seeking.

A well-drafted grievance letter should include:

A clear statement of the issue — describe what has happened in factual, specific terms. Avoid vague phrases like "I am being treated unfairly." Instead, state: who did what, when they did it, where it happened, and who witnessed it.
A chronological account — list events in date order. If the issue involves repeated behaviour, identify each incident separately. If you have kept a diary or saved emails, refer to them.
The relevant policy or right you believe has been breached — for example, your employer's dignity at work policy, your contract of employment, or a statutory right such as the right to a written statement of employment particulars.
The impact on you — explain how the situation has affected your health, your ability to work, or your working relationships. This is not dramatic exaggeration; it is relevant context for any remedy the employer considers.
What outcome you are seeking — be specific. Are you asking for an apology, a change in working arrangements, an investigation into a specific person's conduct, back payment of wages, or something else? The employer cannot read your mind, and a clear remedy request focuses the process.
Supporting evidence — attach copies (not originals) of any relevant documents: emails, messages, payslips, medical notes, or witness statements if you have them.

Address the letter to your line manager. If your grievance is about your line manager, address it to HR or the next level of management. Date it and keep a copy for yourself. Send it by email so you have a delivery record, or if handing it in person, ask for written acknowledgement.

The Grievance Meeting and the Right to Be Accompanied

Once you submit your written grievance, your employer must invite you to a formal grievance meeting without unreasonable delay. The Acas Code recommends holding this meeting promptly, and your employer should inform you of the date and time with enough notice for you to prepare.

One of the most important rights in this process is the statutory right to be accompanied under the Employment Relations Act 1999. You have the right to bring a companion to any formal grievance meeting. Your companion must be one of the following:

A trade union representative or trade union official.
A work colleague (that is, someone employed by the same employer).

Your companion can address the meeting, put your case, sum up, and confer with you — but they cannot answer questions on your behalf. You must make the request to be accompanied in a timely manner, and your employer must agree to it. If your chosen companion cannot attend on the proposed date, you have the right to suggest an alternative time within five working days of the original date.

During the meeting itself, your employer (or the investigating manager) should:

Allow you to explain your grievance fully and without interruption.
Ask questions to understand the situation clearly.
Consider any evidence you wish to present.
Adjourn if further investigation is needed before a decision can be made.

You should come prepared. Bring your written grievance, any supporting documents, and notes of any informal steps you already took. Make notes during the meeting, or ask your companion to do so. If the meeting is adjourned for investigation, ask for a rough timescale so you know when to expect an update.

After the meeting, your employer must write to you with their decision. The letter should explain the reasoning, not just state the outcome. This written response is important — it forms the basis of any appeal, and it may also be relevant if the matter ever reaches an employment tribunal.

Appeals, Unresolved Grievances, and the Tribunal Route

If you are unhappy with the outcome of your grievance, you have the right to appeal. The Acas Code makes clear that employers must allow appeals, and the appeal should be heard by a more senior manager or a different person from whoever handled the original grievance — wherever practicable — to ensure impartiality.

Your appeal letter should:

State clearly that you are appealing and within what timescale (check your employer's grievance policy, as deadlines vary — typically five to ten working days after the outcome letter).
Explain specifically why you disagree with the outcome: did the investigation miss key evidence? Was your account not properly considered? Did the manager who heard the grievance have a conflict of interest?
Set out any new evidence that has come to light since the original meeting.

The same rights — including the right to be accompanied — apply to the appeal hearing. After the appeal, your employer should write to you with their final decision. At that point, the internal process is exhausted.

If your grievance has not been resolved internally and you believe your employer has acted unlawfully — for example, in cases of discrimination, unpaid wages, or constructive dismissal — you may be able to make a claim to an employment tribunal. However, before you can lodge a claim, you must first notify Acas and go through Early Conciliation. This is a free, voluntary service where an Acas conciliator tries to help you and your employer reach an agreed settlement without tribunal proceedings. Check the Acas website for current time limits, as strict deadlines apply (the standard time limit for most employment tribunal claims is three months less one day from the act complained of, but Early Conciliation pauses that clock — check GOV.UK and Acas for the precise rules that apply to your situation).

It is also worth noting that if your situation involves a role being made redundant rather than conduct or treatment issues, your rights in that context have their own framework — see the guide on redundancy pay in the UK for a full explanation of those entitlements.

Frequently Asked Questions

Do I have to raise a grievance before going to an employment tribunal?: You are not legally required to exhaust an internal grievance procedure before making a tribunal claim, but if you do not follow a reasonable internal process, a tribunal may reduce any compensation awarded to you by up to 25 per cent. More practically, you must go through Acas Early Conciliation before a tribunal claim can be issued, so there is always at least one mandatory step outside of tribunal proceedings. Following your employer's internal process first is almost always advisable — it often resolves the matter, and it demonstrates you acted reasonably.
Can my employer dismiss me or discipline me for raising a grievance?: No. You have the right to raise a grievance without suffering any detriment as a result. If your employer retaliates — by dismissing you, reducing your hours, passing you over for promotion, or treating you differently — that treatment may constitute victimisation, and in some cases automatically unfair dismissal. Document any change in treatment after you submit your grievance, including dates and the nature of the change.
What if my grievance is about my manager — who do I send the letter to?: If your grievance concerns your direct line manager, you should send your written grievance to the next level of management above them, or directly to HR if your organisation has an HR department. The purpose is to ensure the person investigating your complaint is not the person you are complaining about. Most grievance policies address this scenario directly, so check your employer's policy for the specific route. If you work for a very small employer with no alternative manager, consider seeking advice from Acas on how to proceed.
Can I raise a grievance if I have already resigned?: Yes. You can submit a grievance letter even after you have given notice, and in some circumstances it is important to do so. If you are resigning because of your employer's conduct — for example, because of bullying or a fundamental breach of contract — submitting a grievance letter at the same time as or before your resignation letter helps establish that you resigned in response to the employer's behaviour, which is the foundation of a constructive dismissal claim. The grievance meeting may still take place during your notice period. Check the guide on notice period rights in the UK for more on how notice and resignation interact.
Is a grievance procedure the same as a disciplinary procedure?: No — they are separate processes, though both are governed by the same Acas Code of Practice. A disciplinary procedure is initiated by the employer in response to concerns about an employee's conduct or performance. A grievance procedure is initiated by the employee to raise a concern about their treatment or working conditions. Sometimes the two overlap — for example, if you raise a grievance during an ongoing disciplinary process. In that case, the Acas Code recommends that both are handled separately, though it may be appropriate to pause one pending the outcome of the other depending on the circumstances.

Raising a formal grievance can feel daunting, but the process exists precisely to protect you — whether you work in a hospital ward, a restaurant kitchen, a construction site, a classroom, or an office. Atlas works across every UK industry, and getting to a stable, fair working environment is the foundation for a productive career. If you are also exploring your next steps professionally, create a free account and let Atlas help you find roles that suit your skills, values, and ambitions, in any sector across the UK.