How to Write an Employment Grievance Letter in the UK

If your employer has treated you unfairly, harassed you, or breached your contract, a formal grievance letter is the right first move. Done correctly, it creates a paper trail and triggers legal obligations on your employer.

What the Law Says

The right to a grievance procedure flows from several pieces of law:

• Employment Rights Act 1996 — the right to a written statement of employment particulars, which must include the grievance procedure
• Equality Act 2010 — if your grievance relates to discrimination, harassment, or victimisation based on a protected characteristic (age, sex, race, disability, religion, etc.), additional rights apply
• Employment Act 2002 — established the statutory framework for dispute resolution, underpinning the current ACAS Code
• Human Rights Act 1998, Article 6 — the right to a fair hearing applies to disciplinary and grievance proceedings

Your employer is also likely contractually bound by their own grievance policy. If they fail to follow their own published procedure, that is itself a breach of contract.

When You Have a Valid Grievance

Common grounds for a formal grievance include:

1. Bullying or harassment — including conduct that creates a hostile or intimidating environment
2. Discrimination — less favourable treatment because of a protected characteristic under the Equality Act 2010
3. Breach of contract — unpaid wages, unauthorised changes to your role, hours, or pay
4. Unfair treatment — being passed over for promotion without reason, unreasonable workload, or being singled out for discipline
5. Health and safety concerns — failure to provide a safe working environment under the Health and Safety at Work Act 1974
6. Whistleblowing detriment — being penalised for making a protected disclosure under the Public Interest Disclosure Act 1998

You can raise a grievance whether you are employed full-time, part-time, on a zero-hours contract, or on a fixed-term contract.

What Your Letter Should Include

Key tip: Keep the letter factual and professional. Avoid emotional language — the paper trail you create now may be read by an Employment Tribunal judge. Send by email (with delivery and read receipt) and keep a copy.

What to Avoid

• Do not resign before raising a grievance — you may lose your right to claim constructive dismissal if you leave first
• Do not include multiple grievances in one letter without clearly separating them
• Do not threaten legal action in the first letter — mention it only as a last resort

Escalation Paths

If your employer dismisses your grievance, handles it improperly, or takes no action, you have clear escalation routes:

Important: The 3-month time limit for Employment Tribunal claims runs from the date of the incident, not the date you finish the grievance process. Do not let the internal procedure run past the deadline without protecting your Tribunal claim.