5 Legal Reasons to File a Grievance at Work in the UK

Key Takeaways

1. Recognising the main legal reasons to file a grievance at work protects your rights and ensures your employer treats your concerns seriously.
2. Submitting a grievance for discrimination, bullying, harassment, unsafe conditions, or breach of contract is protected by UK employment law.
3. Following the correct grievance procedure and using a well-structured letter increases your chances of a fair resolution.
4. Missing deadlines or skipping key steps may cause you to lose essential legal protections and make workplace disputes harder to resolve.
5. Go-Legal AI is rated Excellent on Trustpilot with over 170 five-star reviews.

What Are the Main Legal Reasons to File a Grievance at Work?

Many employees hesitate to raise formal concerns, even when facing unfair treatment or broken agreements at work. However, knowing the main legal reasons to file a grievance is crucial for protecting your employment rights in England and Wales. A properly raised grievance can address serious workplace issues such as discrimination, harassment, or contract breaches—and puts you on stronger legal ground if matters escalate.

If you fail to spot protected workplace problems or miss important steps, you may lose valuable employment protections and find it harder to enforce your rights later. The most common legal reasons for submitting a formal grievance in the UK are:

1. Discrimination or Unequal Treatment – Experiencing bias or unfavourable treatment based on protected characteristics, as set out in the Equality Act 2010.
2. Bullying and Harassment – Suffering repeated, offensive or intimidating behaviour.
3. Breach of Contract or Broken Promises – Your employer fails to honour your employment terms, such as agreed pay, working hours, or duties.
4. Unsafe Working Conditions or Health & Safety Concerns – Being forced to work in hazardous or non-compliant environments, breaching the Health & Safety at Work Act 1974.
5. Unfair Disciplinary Action or Pay Deductions – Receiving unjust warnings, demotions, or unauthorised deductions, contrary to the Employment Rights Act 1996.

5 Legal Reasons to File a Grievance at Work in the UK (with Practical Examples)

Discrimination or Unequal Treatment: What Counts as a Grievance?

Under the Equality Act 2010, everyone has the right to equal treatment at work—regardless of protected characteristics like age, disability, gender, race, or religion. Discrimination can be direct (e.g., being paid less because of your gender) or indirect (e.g., workplace policies that disadvantage a group without justified reason).

Formal grievances are essential when protected rights are breached, not just for fairness, but also to ensure your employer addresses the issue and to preserve your right to make further legal claims if necessary.

Bullying and Harassment: Can I File Over Repeated Mistreatment?

Bullying and harassment are never acceptable in the workplace. Harassment linked to protected characteristics is specifically unlawful under the Equality Act 2010. However, repeated mistreatment or intimidating behaviour (even if not related to a protected characteristic) can justify a formal grievance and may be tackled by company policies or common law.

This includes offensive jokes, unwelcome comments, exclusion from opportunities, or any behaviour that creates a hostile working environment.

Breach of Contract or Broken Promises by Your Employer

Your employment contract—whether written or verbal—sets the legal foundation for your job. Breaches occur when your employer fails to uphold its terms (such as pay, hours, duties, or a promised bonus). Both clear, written obligations (“express terms”) and understood, unwritten ones (“implied terms”—for example, mutual trust or fairness) are protected under UK law.

Unsafe Working Conditions or Health & Safety Concerns

Everyone in the UK is entitled to a safe, healthy work environment under the Health & Safety at Work Act 1974. This obligation covers safe equipment, adequate training, and prompt attention to hazards. If management ignores your safety concerns—such as faulty machinery, no protective gear, or ignored reports—it’s essential to raise these issues in writing.

Unfair Disciplinary Action or Unauthorised Pay Deductions

Disciplinary action or pay deductions must follow transparent, fair procedures as set out in your contract and the Employment Rights Act 1996. Warnings, demotions, or pay cuts (especially when based on false information or without explanation) are not allowed unless the process is fair and you have been informed.

What is Considered a Grievance Under UK Law?

A grievance is a formal written complaint an employee raises about a workplace issue. According to the Acas Code of Practice, grievances may cover a wide range of problems, including terms and conditions, discrimination, pay, health and safety, or working relationships.

Raising an informal complaint means discussing the problem verbally with your manager, which may resolve issues more quickly. A formal grievance, however, is a written complaint that follows your employer’s internal procedures and provides greater legal protection—offering a record of your complaint and strengthening your position if you need to escalate to a tribunal.

Essential Steps: How to Raise a Grievance at Work (Step-by-Step Guide)

1. Check your employer’s grievance policy
   Refer to your staff handbook or intranet to find the official process and who to contact.
2. Gather evidence
   Collect emails, contracts, witness statements, and any documentation supporting your claim.
3. Try raising it informally first (if appropriate)
   Sometimes an early direct conversation with your manager can resolve the issue quickly.
4. Write a formal grievance letter
   Describe the events, what outcome you seek, and include relevant evidence. Use your company’s preferred method—usually email or a specific HR contact.
5. Submit your grievance letter
   Address it to your line manager, HR, or as your policy requires.
6. Attend your grievance meeting
   Your employer should arrange a discussion to review your concerns and allow you to present your evidence.
7. Review the outcome and appeal if necessary
   After the investigation, expect a written outcome. If unhappy, appeal promptly through the official process.

Checklist: What to Include in Your Grievance Letter

Using our AI-powered letter generator means you won’t overlook crucial details, maximising your chances of a successful outcome while reducing stress.

What Happens After I Raise a Grievance at Work?

After you submit your formal grievance, your employer must follow the Acas Code of Practice:

• Acknowledge your grievance in writing and provide next steps or timelines.
• Investigate the facts—this may include meetings, reviewing documents, or interviewing colleagues.
• Arrange a grievance meeting allowing you to present your case and bring a companion (colleague or trade union representative).
• Issue a written decision, explaining any outcomes or changes to your working environment.
• Offer an appeal process in case you disagree with the decision.

Failure to follow this fair process may entitle you to take legal action, and if your case goes to tribunal, you may receive increased compensation.

Risks of Not Filing a Grievance: What Every Employee Should Know

Certain workplace claims (such as discrimination or unfair dismissal) are subject to strict time limits—usually within three months less one day from the incident. If you don’t file a grievance or leave it too late, you risk:

• Losing valuable legal rights and the opportunity for compensation.
• Missing an employment tribunal deadline.
• Weakening your case due to lack of prompt reporting or evidence.
• Allowing workplace issues to escalate, potentially harming your well-being or career.

How Go-Legal AI Simplifies the Grievance Process

• Instantly creates a tailored, legally robust grievance letter by asking you plain English questions about your situation.
• Provides over 5,000 up-to-date templates, step-by-step guides, and practical FAQs covering every common grievance—from pay issues to discrimination and health & safety.
• Digitally reviews your draft for missing information or legal risks before you submit.
• Connects you with affordable, regulated employment law support if you require additional advice.
• All tools use clear, precise British English and comply fully with employment law for England & Wales.

Ready to act with confidence? Use our workflow to generate your grievance letter swiftly and accurately—free to start.

Frequently Asked Questions

How long do I have to file a grievance at work in the UK?

There is no legal time limit for submitting a grievance to your employer, but if you wish to make a tribunal claim (discrimination, unfair dismissal), you usually must start Acas Early Conciliation within three months less one day of the incident.

Is my job protected if I file a grievance?

Yes. You are legally protected from dismissal or any retaliation for raising a genuine workplace grievance (known as “victimisation”).

Do I need evidence to raise a grievance?

Evidence isn’t mandatory but submitting supporting documents, emails, and witness statements will increase your chances of resolving the issue.

Can I be dismissed for raising a grievance?

Dismissing you for submitting a genuine grievance is unlawful and may lead to a claim of unfair dismissal or victimisation.

What happens if my grievance is ignored by my employer?

Ignoring a formal grievance breaches the Acas Code of Practice. You can appeal internally, contact Acas, or seek further legal support. Failure to respond can count against the employer at tribunal.

Does a grievance have to be in writing or can it be verbal?

You can raise a complaint verbally (informal), but a formal grievance should always be in writing to create a clear record and activate your employer’s official process.

Can I file a grievance against a colleague, not my boss?

Yes. You can use the grievance process to raise issues about any colleague, line manager, or anyone else in your workplace.

What is the difference between a complaint and a formal grievance?

A complaint is often informal. A formal grievance is a written complaint that follows your employer’s dispute process and gives you legal protection.

How do I prepare for a grievance meeting?

Gather your documents, make notes of key events, and consider bringing a colleague or trade union rep. Be clear about your concerns and what outcome you want.

Can I get legal support if my grievance leads to a tribunal?

Yes, this is strongly recommended. Our platform connects users with experienced, regulated employment law experts for additional support where needed.

Create Your Grievance Letter with Go-Legal AI Today

1. Answer guided questions—no legal jargon, just plain English.
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5. Get support when you need it—browse our FAQs or connect with a qualified advisor if your case becomes complex.

Missing deadlines or evidence can harm your claim. Create your grievance letter in minutes, for free, with us— act now to protect your job and rights.

Draft Your Grievance Letter with Confidence Using Go-Legal AI

Identifying the key legal reasons for raising a workplace grievance is the first step towards protecting your rights and ensuring your concerns are taken seriously. Don’t risk your job security, health, or future legal claims by relying on generic templates or informal complaints. A clear, formal grievance letter—carefully tailored to your circumstances—offers maximum protection.

With Go-Legal AI, you gain a trusted solution for producing compliant, lawyer-drafted grievance letters quickly and confidently. Avoid mistakes and deadline stress—create your robust grievance letter in minutes, and take control of your workplace rights today.