Check your employment status and the relevant UK jurisdiction.
Compare the same pay period, separate gross pay from deductions, and prepare a clear question before choosing a complaint route.
Keep unpaid earnings, leave, notice, statutory payments and an extra settlement offer as separate questions.
Separate the reason for absence, permission to be away, pay, and any job protection. These can follow different rules.
Build a factual timeline, explain the outcome you want, and choose a service that handles your type of problem.
Compare gross pay, deductions and bank payments; draft a payroll question.
02Record hours and dated facts, then export your own timeline.
03Check compensation, unused leave and notice pay separately.
04PIP response, meeting recap, resignation and probation goals.
05Keep track of documents, milestones and handover receipts.
06Explore after-hours work, leave, insurance and internal transfers.
The official GOV.UK guide explains statutory holiday entitlement for workers in the UK, covering full-time, part-time, irregular-hours and part-year workers. It clarifies the 28-day cap, bank holiday treatment, and links to an official calculator.
Use the official redundancy guide to identify the questions about notice, consultation, pay and alternative work. The guide is UK-wide guidance; specific rules may vary by region and employment status.
Acas guidance explains how to raise a formal grievance in Great Britain: check the workplace procedure, put the grievance in writing to the appropriate person, include the issue, evidence and a realistic requested outcome. Not following a formal procedure can affect morale and any later employment tribunal claim, but tribunals consider genuine reasons for not following it.
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