Formal grievance procedure: how to raise and handle a workplace grievance
A grievance is a concern, problem or complaint an employee raises with their employer. The assistant explains how to raise one in writing and how to run a fair procedure.
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Raising a grievance
An employee can go straight to a formal grievance if informal steps have not worked or the issue is very serious, such as sexual harassment or whistleblowing.
The grievance should be put in writing, without unreasonable delay, to a manager who is not the subject of it, with any evidence (for example a payslip) and what the employee wants the employer to do.
Meeting, decision and appeal
The employer should hold a formal meeting without unreasonable delay and adjourn for investigation if needed. The decision should be given in writing, with any action to be taken and the right to appeal.
An appeal should be made in writing, heard impartially, where possible by a manager not previously involved, and its outcome confirmed in writing.
Frequently asked questions
Does a small business have to follow the full grievance procedure?
Acas says all employers should follow a full and fair procedure, though it can be adjusted: a manager of a business with one or 2 employees might run it alone.
Can the people involved in a grievance be kept apart while it is looked into?
Yes. If an employee reports bullying, the employer could temporarily rearrange schedules, making clear it is not a punishment.
Does the Acas Code apply to collective grievances?
No. Grievances raised for two or more employees by a recognised trade union or workplace representative go through the collective grievance process.
Should a disciplinary process stop if the employee raises a grievance?
It may be temporarily suspended to deal with the grievance. Where the two cases are related, it may be appropriate to deal with both at the same time.
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