Employment
Workplace grievance advice for employees
A grievance is often the first formal step in raising concerns about treatment at work. It may relate to bullying, discrimination, unpaid wages, changes to duties, poor management, health and safety concerns, failure to make adjustments or a breakdown in working relationships.
We assist employees with drafting grievances, preparing for grievance meetings, responding to outcomes and deciding whether an appeal, settlement discussion or Employment Tribunal claim should follow.
What a grievance can cover
We can help with grievances involving:
- Bullying, harassment, discrimination or victimisation.
- Unpaid wages, contractual disputes or changes to terms.
- Unfair treatment by managers or colleagues.
- Failure to make reasonable adjustments or support sickness absence.
- Health and safety concerns or whistleblowing issues.
- Appeals against grievance outcomes and next steps.
Drafting the grievance carefully
A grievance should be clear, factual and focused. It should identify the key issues, relevant dates, people involved, evidence relied upon and the outcome being sought. A poorly drafted grievance can make it harder to resolve the dispute and may weaken the position if proceedings later follow.
We can help you prepare a structured grievance that sets out your concerns firmly and professionally, while avoiding unnecessary allegations or unclear wording that may distract from the central issues.
After the grievance outcome
If the grievance is upheld, further steps may still be needed to ensure the remedy is meaningful. If it is rejected, you may need to consider an appeal, negotiation, ACAS Early Conciliation or tribunal proceedings.
We will advise on the strength of your position, the impact of the employer’s findings and whether there are linked claims for discrimination, whistleblowing, unlawful deductions, unfair dismissal or constructive dismissal.