Your employer should put their grievance procedure in writing and share it with all staff, such as on the company intranet or in the HR manual. It should include information about: how to set out the details of your grievance in writing who to send your letter to who to write to if the normal contact person is involved in the grievance a meeting with your employer to discuss the issue how to appeal your employer’s decision how long each stage should take

Mediation is when an independent, impartial third party discusses a problem with you and your employer (or between you and another employee) to try and find a solution. It’s often used after informal discussions have not solved the issue. Mediation is voluntary and confidential. The mediator cannot force you or your employer to accept a solution - both parties must agree on the way to solve the dispute. It should not be used for problems that have to be formally investigated (such as discrimination or harassment). Read Acas’s guide to mediation at work for more information. You can find a mediation service in your area on the Civil Mediation Service website.

The aim of the meeting is to establish the facts and find a way to resolve the problem. Your employer will run the meeting. They’ll normally go through the grievance and give the worker the chance to comment. You can bring supporting documents if you want. Who can attend meetings with you You can be accompanied to grievance meetings (and any appeal meetings) by a: colleague trade union representative You may also be able to bring a family member or Citizens Advice Bureau worker, depending on the HR procedure where you work. After the meeting Afterwards the employer will write to you setting out their decision along with: details of any action they intend to take information about how to appeal

Appealing a grievance decision

Your employer’s grievance procedure will set out: who you should submit your appeal to the time limit within which an appeal must be made information about any meetings that will be held how the appeal meeting will be run You have the right to be accompanied during any appeal meetings. If possible, a manager who has not been involved in the process should handle the appeal. After the appeal meeting your employer should write to you setting out their final decision.

Raise a grievance at work

Overview

If you’re a worker and you’ve tried solving a problem or concern informally by talking to your manager but you’re not satisfied, you can make a formal grievance complaint in writing.

Your employer should have a written grievance procedure that tells you what to do and what happens at each stage of the process. After raising the grievance you’ll have a meeting to discuss the issue.

You can appeal if you do not agree with your employer’s decision.

You can also use mediation to resolve a problem. This can take place at any time during the dispute.

For more information, see Acas’s step-by-step guide to formal grievance procedures.

Following the Acas code of practice

You and your employer should follow the Acas code of practice on disciplinary and grievance procedures.

Otherwise, if you take your claim to an employment tribunal, any compensation you might get could be adjusted by up to 25%.

View a printable version of the whole guide

Raise a grievance at work

Overview

Following the Acas code of practice

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Raise a grievance at work

Overview

Following the Acas code of practice

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