Raise a factual written grievance
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.
What to check
Check the organisation's grievance policy to find out how to raise a formal grievance, who to send it to, and the full procedure. If there is no procedure, approach the line manager first, or another manager or HR if uncomfortable. Trade unions can provide advice and support.
How to raise a grievance
Put the grievance in writing to the most appropriate person, such as a line manager, HR manager or employer. Include what the grievance is about, any evidence (e.g. payslip or contract), and what the employee wants the employer to do. Be specific and realistic, e.g. asking for an investigation and correction of a one-off payroll mistake rather than dismissal of staff.
Consequences of not following a formal procedure
Not following a formal procedure can affect morale and confidence at work, and the outcome if the employee later makes a claim to an employment tribunal. A tribunal will consider whether the employee had a genuine reason for not following the procedure, such as difficulty attending a meeting with someone accused of sexual harassment.
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Advisory, Conciliation and Arbitration Service
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