Raising a grievance: how to do it, and what should happen

Try talking first, if it's safe to

Many problems are best sorted out informally: a conversation with your manager, or with the person involved. Mediation, where a neutral person helps you both talk it through, can work well when a working relationship has broken down.

If it's serious, such as harassment, or talking hasn't worked, raise a formal grievance.

How to raise a grievance

• Put it in writing, by email or letter, to your manager. If it's about your manager, send it to their manager or HR.
• Keep it short and clear at first: what happened, when, and who was involved. You can add more detail later.
• Say what you've already tried, and what you'd like to happen.
• Check your employer's grievance policy for who to send it to and any time limits.
• Keep a copy, and notes of dates and anything said.

What your employer should do

1. Acknowledge your grievance and explain what happens next.
2. Invite you to a meeting, without unreasonable delay, to talk it through.
3. Look into it: speak to the people involved and look at any documents.
4. Tell you the outcome in writing, answering each point, with any action they'll take.
5. Offer you the chance to appeal, ideally to someone who hasn't been involved.

You have a legal right to bring a colleague or a trade union representative to the grievance meeting and to an appeal.

If it's about harassment

Harassment is unwanted conduct related to a protected characteristic, such as your sex, race, religion or disability, or of a sexual nature, that violates your dignity or creates a hostile environment for you.

Since 30 October 2026, employers must take all reasonable steps to prevent sexual harassment, and can be responsible for harassment by customers, clients and other third parties. Since 6 April 2026, reporting sexual harassment can count as whistleblowing, which protects you from being treated badly for raising it.

Your employer should support you while it looks into things, and shouldn't move or disadvantage you because you complained, unless you want a change.

You're protected for raising it

Being treated badly because you complained about discrimination or harassment is victimisation, and it's unlawful. The same protection applies to colleagues who give evidence.

Time limits for tribunal claims are short: for events on or after 1 October 2026, most claims must be started within 6 months, after contacting Acas. Raising a grievance doesn't pause the clock.

If you're not happy with the outcome

Appeal in writing by the deadline in the outcome letter, saying which parts you disagree with and why. If you're still not satisfied, you can get free, impartial advice from Acas on 0300 123 1100.