How To Raise a Grievance at Work: 7 Steps Following the ACAS Code
How To Raise a Grievance at Work: 7 Steps Following the ACAS Code
Key points
- Raising a grievance using the ACAS Code promotes fair treatment and clear timelines.
- Identify the issue and desired outcome before drafting a formal grievance.
- Keep evidence and follow internal procedures to speed resolution.
- Time limits for tribunals exist, with possible extension during ACAS conciliation.
- An appeal or tribunal is possible if the grievance decision is unsatisfactory.
Step 1: Identify the issue and desired outcome
Clarify exactly what has happened and what you want to change or fix.
Begin by describing what happened and when, and the impact on you or others. A well-focused grievance states both the problem and the remedy you expect. This helps managers understand the issue quickly and decide whether a solution is possible within the workplace.
Think about the broader context: is this a one-off incident, a pattern of behaviour, or a systems issue? Being precise about the outcome you want—such as improved training, a policy change, or an apology—keeps the process goal-oriented and practical.
- Describe the incident with dates and names where possible.
- Explain how the issue affected your work or wellbeing.
- State a concrete outcome you would accept.
Draft your notes as soon as possible after the incident while details are fresh.
Step 2: Check the ACAS policy and workplace procedures
Confirm that the issue falls within the workplace grievance framework and ACAS guidance.
Most organisations publish a grievance policy or procedure in the staff handbook or HR portal. ACAS recommends following the formal procedure to ensure your grievance is treated consistently and fairly.
If your employer has a dedicated grievance process, use it in parallel with any informal steps already taken. The ACAS Code emphasises proportionality and fairness, and following the process helps protect your rights if you later need to escalate.
- Locate the policy document and note its steps and deadlines.
- Check whether the policy requires a written grievance or allows an informal approach.
- Be aware that not all policies are legally binding, but they guide fair handling.
If there is a conflict between policy and law, the ACAS Code takes priority for handling grievances.
Step 3: Gather evidence to support your grievance
Collect documents, emails, and witness statements that support your version of events.
Evidence should be relevant and specific. Include dates, locations, and direct quotes where possible. Keep copies of emails, meeting notes, and any related correspondence.
Original documents can be useful in case the incident is revisited. Where appropriate, obtain statements from colleagues, but ensure you have permission to share their information.
- Chronological timeline of events with dates.
- Copies of emails, memos, or policy documents.
- Notes from meetings and any witness statements.
Do not alter or redact evidence in a misleading way; present it honestly.
Step 4: Draft and lodge your formal grievance
Write a clear, formal grievance letter and submit it to the appropriate person.
Your written grievance should be concise and well-structured. Include a factual account of what happened, dates, people involved, and the outcome you seek. A well-crafted letter reduces back-and-forth and speeds up the resolution.
Submit the grievance to your line manager, HR, or the designated grievance contact. Keep a copy for your records and request confirmation of receipt.
- Include a brief summary of the issue and a list of exact outcomes you want.
- Attach supporting documents and evidence.
- Set a clear deadline for a response in line with internal procedures.
If you are unsure what to include, use a simple template: What happened; When; Who was involved; What you want to change.
Step 5: How to raise a grievance ACAS code in a meeting
Ask for a formal meeting to discuss the grievance and prepare your case.
A grievance meeting gives you a chance to present your case and ask questions. Prepare a concise version of your grievance and bring all evidence to the meeting.
Take notes during the meeting and ask for a written outcome or minutes. If the employer needs time to investigate, request a clear timeline for their response.
- Prepare a short, factual summary of your grievance.
- Bring all supporting documents and witnesses if appropriate.
- Request written confirmation of any agreed actions.
Practice your points so you speak calmly and clearly during the meeting.
Step 6: Investigation and response: what to expect
The employer may investigate and provide a response with outcomes and timescales.
A thorough investigation may involve interviews, reviewing documents, and seeking further information. The resulting decision should explain what steps will be taken, whether the grievance is upheld, and any remedies or changes.
If appropriate, the employer should offer remedy options, such as training, policy changes, or a formal apology. Remember to keep notes and check back if the response is not received on time.
- How the investigation will be conducted and who will be involved.
- Expected timescales for the decision and any remedies.
- What happens if you disagree with the outcome.
If the matter is serious, request a written decision and a copy of the investigation findings.
Step 7: Next steps after a decision, including appeals and tribunal action
Understand your options if you are unhappy with the outcome, including internal appeal and potential tribunal routes.
If you are unhappy with the decision, you may have a right to appeal under the organisation’s procedures or ACAS guidance. An appeal can correct errors or address new evidence. Keep to any deadlines set in the policy.
If the grievance relates to discrimination or other serious rights issues, you may consider pursuing a claim at employment tribunal. In that case, time limits apply for initiating proceedings, typically 3 months from the incident, with possible extension if ACAS conciliation is involved.
- Submit an appeal within the employer's stated deadline.
- Prepare new evidence or clarify the errors in the initial decision.
- If moving to tribunal, be mindful of internal and legal timelines.
Keep all records, including correspondence and notes from any meetings.
For more on Learn the ACAS code disciplinary grievance procedures to handle workplace disputes effectively. Essential for unfair dismissal claims and employment tribunals in England and Wales. Protect your worker rights UK with this comprehensive guide., see here.
For more on Discover essential steps in ACAS early conciliation before filing employment tribunal claims. Learn about certificates, time limits, and avoiding pitfalls for unfair dismissal and more., see here.
For more on ACAS Early Conciliation is a mandatory first step for most UK employment tribunal claims like unfair dismissal. Learn what it is, when required, the process, and how it affects time limits., see here.
Frequently asked questions
What is the ACAS Code and how does it relate to raising a grievance?
The ACAS Code provides non-statutory guidance on handling workplace grievances and disciplinary matters, promoting fairness, consistency, and reasonable timelines.
How quickly should I raise a grievance after the issue occurs?
Raise it promptly and in line with your workplace policy; there is no universal statutory deadline for internal grievances, but quicker is usually better for clarity and remedy.
Can I take my grievance to an Employment Tribunal?
Yes, if the matter remains unresolved, you may pursue a claim at an Employment Tribunal; standard time limits apply (usually 3 months from the event), with possible extension if ACAS conciliation is involved.
What should be included in a formal grievance letter?
A formal grievance letter should include a clear account of what happened, dates, people involved, the impact, and the outcome you seek, plus any supporting evidence.
What happens after a grievance is raised?
The employer should acknowledge, investigate, and respond within the organisation’s policy timescales, offering remedies or changes as appropriate; you may have opportunities to appeal.
Start your formal grievance today
If you believe you have a workplace issue that needs addressing, begin by following the ACAS Code steps outlined here. Use the template in Step 4 to lodge your formal grievance and pursue a fair resolution.
This is not legal advice, this post is for information purposes only, legal advice should be from legal professionals only.
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