What Can I Ask for When I Raise a Grievance? UK Guide + Examples

Key Takeaways

1. When raising a workplace grievance in the UK, you can request outcomes such as a formal apology, policy review, adjustments to working conditions, or training for staff.
2. Specifying what you want in your grievance letter ensures your employer fully understands your complaint and increases your chances of achieving your desired outcome.
3. It is reasonable to ask for actions like mediation, a formal investigation, or compensation (where justified) within a grievance procedure.
4. Using direct language such as “what can I ask for when I raise a grievance” in your letter signals awareness of your rights and strengthens your position.
5. Always back up your grievance letter with clear examples and detailed descriptions to prevent misunderstandings or disputes later.
6. Vague or poorly drafted grievances may not be taken seriously, leading to unresolved issues and possible recurrence.
7. The ACAS Code of Practice sets the benchmark for fair grievance handling in England & Wales, and employers are expected to follow its guidance.
8. Employees have legal protection against victimisation or retaliation after raising a grievance, reinforcing your right to speak up.
9. If your grievance is not resolved, you can appeal, pursue mediation, or consider formal dispute resolution.
10. Go-Legal AI is rated “Excellent” on Trustpilot by over 170 satisfied users.

What Can I Ask for When I Raise a Grievance in the UK?

Struggling to identify what you can reasonably ask for when raising a workplace grievance? Many employees and business owners worry that their concerns may be dismissed or overlooked simply because they are unsure which specific outcomes to request or how to phrase them. A focused, well-structured grievance boosts your credibility and helps secure a fair resolution.

Here’s how you can approach workplace grievances in the UK and what you should consider asking for, from a formal apology or policy review to practical changes like modified working arrangements or extra staff training. We’ll also cover sample requests that get results, tips for precise wording, and common pitfalls that undermine workplace grievances.

If you want to ensure your voice is heard and your concerns are addressed, our platform makes it easy to draft a clear, compliant grievance letter in minutes—protecting your workplace rights from the outset.

What Am I Entitled to Request in a UK Workplace Grievance?

When you raise a grievance in the UK, your requests should be specific, pragmatic, and directly linked to the workplace issue you’re seeking to resolve. Grievances typically arise from concerns such as bullying, discrimination, breach of contract, unsafe conditions, or unfair decision-making.

Common and legitimate requests include:

• An impartial investigation of your complaint.
• Practical steps to prevent inappropriate behaviour (such as being assigned a new team or assurance against bullying).
• Adjustments to your working conditions (such as changes to your rota, a new line manager, or an alternative workspace).
• Clear communication of company policies, with targeted retraining for staff or management.
• A formal written apology or an explanation of the incident and its outcome.

If you are unsure what outcomes to request, use our AI-powered template builder. It helps you select appropriate actions and frames your letter for maximum effect.

What Rights Protect You When Raising a Workplace Grievance?

Every employee in England & Wales has the right to raise concerns about workplace treatment, protected through employment contracts and statutory duties under the ACAS Code of Practice.

Your main rights include:

• Freedom from victimisation: You can raise genuinely held concerns without fear of dismissal or negative workplace consequences.
• Prompt handling: Employers are required to address grievances quickly and efficiently.
• A fair and impartial process: You are entitled to an objective investigation, the chance to present your case, provide evidence, and nominate witnesses.
• Representation: You may bring a work colleague or trade union representative to grievance meetings.
• Right of appeal: If you’re dissatisfied with the outcome, you can formally appeal.

Using our document builder ensures your letter references these critical protections and avoids common legal pitfalls.

What Outcomes Can You Request in a UK Grievance Process?

Specifying achievable, relevant outcomes in your grievance makes your case stronger and improves the likelihood of a prompt resolution.

Typical Outcomes You Can Request

• Suggest a realistic, specific remedy that addresses your exact concern.
• Request written confirmation of agreed actions and keep records.

Effective Grievance Request Wording for UK Employers

The way you phrase grievance outcomes is critical. Strong letters connect your request to the problem and highlight a clear remedy.

Sample Wording for Common Requests:

• “I am requesting a formal investigation into these events.”
• “I would like my case reviewed by a manager who has not been involved so far.”
• “I request mediation with [Name] to resolve ongoing conflict.”
• “I am seeking a change of line manager due to the issues outlined above.”
• “I wish to see improvements in workplace training to prevent recurrence.”
• “I would appreciate a written explanation of how the company will prevent this happening again.”

Our step-by-step builder helps you produce a clear, focused grievance letter every time.

The Essentials: What to Include with Your Grievance Letter

A detailed, well-organised grievance letter increases your chances of action and positions you as a serious, informed employee.

Grievance Letter Checklist

1. Personal Details: Your name, job title, department, and how to contact you.
2. Date of Submission: For accurate records and prompt response.
3. Statement of Grievance: Concise explanation of the problem and its impact on you or your team.
4. Supporting Evidence: Attach emails, incident logs, dates, or witness statements.
5. Attempts to Resolve: Briefly summarise any informal steps already taken.
6. Reference to Policies or Law: Highlight any breaches of law, company rules, or best practice (such as the Equality Act 2010).
7. Specific Outcome Sought: Make your request clear and actionable.
8. Fair Process Expectation: State you want impartial, prompt handling.
9. Accompaniment Request: Mention if you want a representative present.
10. Polite Closing: Ask for written acknowledgment and confirmation of next steps.

ACAS Code of Practice: Grievance Requests & Your Rights

The ACAS Code of Practice on Disciplinary and Grievance Procedures sets out minimum legal standards for dealing with workplace grievances in England & Wales.

Key points relevant to your requests include:

• Written grievance procedure: Every employer should have a written policy.
• Right to suggest remedies: You should clearly state your desired resolution.
• Prompt, fair handling: Employers must address grievances in a timely manner and keep you informed throughout.
• Right to attend meetings: You may present your case at a grievance meeting, accompanied if you wish.
• Appeal process: You have the right to challenge the outcome if dissatisfied.

The Code explicitly states that employees should explain “what action you want the employer to take to resolve the issue”. Specify your preferred solution whenever possible.

What Isn’t Allowed in a Workplace Grievance Request?

Some requests will fall outside the boundaries of a fair grievance outcome and are generally rejected.

What Happens After You Submit a Workplace Grievance?

Once you’ve sent your grievance letter, your employer is legally expected to follow a standard process:

Typical Employer Steps

1. Written Acknowledgement: Within days, your employer should confirm receipt of your letter.
2. Investigation: They may interview relevant staff, review documents, and gather evidence.
3. Grievance Meeting: You’ll be invited to discuss your concerns—accompanied if you request it.
4. Decision: Your employer will issue a written decision, summarising findings and planned actions.
5. Remedial Action: Agreed steps or changes are implemented as soon as possible.
6. Right of Appeal: If you’re unhappy, you can appeal—usually within a specified period.

Our template ensures every stage is recorded and your requests stay in focus throughout the process.

Next Steps If Your Grievance Isn’t Resolved

If your grievance remains unresolved or is rejected, you still have powerful legal options.

• Appeal Internally: Lodge an internal appeal within the deadline, and present any new information.
• Seek Mediation: Ask your employer to arrange mediation through ACAS or an accredited, neutral provider.
• Early Conciliation: Contact ACAS for free early conciliation if matters remain unresolved.
• Tribunal Claim: If no agreement is reached, consider claiming at the Employment Tribunal, especially for serious issues such as discrimination or whistleblowing.

Our platform streamlines appeals, with in-built legal guidance and deadline reminders.

How Go-Legal AI Streamlines Workplace Grievance Letters

Navigating UK workplace grievances can feel overwhelming, but our platform removes the stress.

Our Solution Offers:

• Guided, plain-English templates designed for UK law and ACAS best practice.
• Customisable checklists to ensure your letter covers every essential point.
• Instant risk detection, flagging common pitfalls before you submit.
• Printable letters and smart forms for appeals and follow-ups.

By using our AI-powered grievance tools, you minimise the risk of errors, omissions, or delays.

Frequently Asked Questions About UK Grievance Requests

Can I ask for compensation when I raise a workplace grievance?

You can request reimbursement for out-of-pocket expenses or lost wages directly linked to your grievance. Significant compensation (for injury to feelings or serious losses) must be decided by a settlement agreement or Employment Tribunal.

How do I ensure my grievance request is taken seriously?

Be specific about your concerns, attach clear evidence, and refer to company policy and the ACAS Code. Use our AI-guided template for a legally robust and professional approach.

Can I call for policy changes or further training?

Yes, policy updates and targeted training are common and reasonable requests that help prevent future issues. They’re supported by the ACAS Code and modern HR best practice.

Does raising a grievance protect me from dismissal?

Yes. UK law makes it unlawful for an employer to dismiss or victimise you for raising a grievance in good faith. Retaliatory actions can form the basis of a separate legal complaint.

Can I list several issues in one grievance letter?

Yes. Clearly list each concern, supply supporting evidence, and request specific outcomes for each point raised.

What’s the difference between an informal and a formal grievance?

An informal grievance involves a conversation or basic email aiming for quick resolution. A formal grievance uses your organisation’s written procedure and results in a formal meeting and written decision.

How long should my grievance letter be?

Focus on clarity over length. Most effective letters are one to two pages long, with bullet points and supporting evidence attached.

Who can support me during the process?

You may be accompanied by a trade union representative or workplace colleague, who can assist in presenting your case and ensuring a fair process.

What if my employer ignores my grievance?

If your employer fails to respond, appeal in writing first. If there’s still no reply, contact ACAS for early conciliation. Our platform provides step-by-step support for your next actions.

Are there deadlines to submit a workplace grievance?

There is no statutory deadline to raise a grievance, but prompt action is advised. If the issue may reach a Tribunal claim, the three-month limit (less one day) will generally apply.

Draft Your Grievance Letter in Minutes—With Confidence

Understanding exactly what you can ask for when you raise a grievance is vital to protecting your rights and achieving fair treatment at work. By specifying clear, actionable requests and supporting your case with evidence, you significantly increase your chances of a satisfactory outcome. Vague, poorly prepared grievances are often sidelined, leading to unresolved disputes and further frustration.

Our platform puts you in control. Our smart template builder ensures your grievance letter is comprehensive, compliant with UK law, and tailored to your situation. From the initial complaint to follow-up or appeal, you’re equipped to present your case with clarity and confidence.

Ready to get started? Create your robust, professional grievance letter today.