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Your grievance letter should mention what’s happened, including what you’ve already tried to do to solve the problem - for example if you’ve spoken to HR or sent a letter to your employer. You don’t have to raise a grievance, but if you win a tribunal case your compensation could be reduced if you didn’t without good reason. You might prefer to follow their steps if they have a clear complaints procedure.

It might be on their website or in a staff handbook, or ask for a copy.

If your letter doesn’t get the response you’re hoping for, or you want the problem dealt with more formally or it’s more serious, you could raise a grievance.Ĭheck if your employer has a grievance procedure. Include copies of any evidence, such as emails or letters from your manager. Mention what’s happened, including what you’ve already done to try to resolve the problem and how your employer can solve the problem. If you don’t think this will work, you can go straight to a formal grievance. If talking doesn’t solve the problem, you can send an informal letter or email to your line manager, a more senior manager or your HR department. For example, you’ll be able to use them as evidence if you raise a grievance or go to a tribunal.Ĭontact your nearest Citizens Advice if you’re not sure what to say to your employer. Your notes will help if you have to take the matter further. If your employer agrees to do something, make sure they set a date for doing it so that you can chase them if necessary. If you have someone with you at the meeting, they could take the notes for you. Keep a note of what was said at the meeting, particularly of any action your employer agrees to take. For example, if you didn’t get holiday pay, show them what your contract says about this and your payslips. Tell them what you think should happen and show them any evidence you have to support your position. Your employer doesn’t have to agree to this, though.Īt the meeting, tell your employer what you’re unhappy about and ask them about the reasons for their actions. This could be a friend, colleague or your union rep. You can ask if someone can go to the meeting with you if you don’t feel able to go on your own. Arrange a meeting with them so you won’t be disturbed. Talk to your line manager, or someone else if you’d prefer - for example, someone from the HR department or another manager. They might be able to tell you how a similar problem was dealt with. You might find it helpful to talk to friends, colleagues or your union rep (if you’re a member of a trade union). You should also think about what you want your employer to do about it. This can help you clarify exactly what your complaint is, and make it easier to discuss when you need to. Gather together anything relating to your complaint - like the date and time of the incident, any conversations you’ve had about it since then and any emails or letters you can find that relate to your problem.

Write down what your employer has done that you’re unhappy about - that will help you to remember everything you want to say. copies of any emails you’ve had about your complaint or a note of any conversations you’ve had about itīefore you talk to your employer, you should think carefully about what you want to say.your contract of employment or a copy of your employer’s policy on dealing with problems at work.your note of what happened and what you want.

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You can get free advice from your nearest Citizens Advice. If you’ve been discriminated against, you might be able to take action - check if your problem at work is discrimination.