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Free Grievance Letter Template
Create a formal UK grievance letter that follows the ACAS Code of Practice. Fill in the details, preview the document, and download a professional PDF in minutes. This template is designed for British employees under English employment law.
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Thomas Whitfield
42 Elm Road, Croydon CR0 6PA | Employee No. MSL-00421
07700 900 173
t.whitfield@outlook.com
2026-03-21
Sarah Johnson, Head of Human Resources
Meridian Solutions Ltd, 50 Canary Wharf, London E14 5AB
RE: Formal Grievance under the ACAS Code of Practice
Category: Bullying / harassment
Dear Sarah Johnson,
I am writing to raise a formal grievance under the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015) and the grievance procedure set out in my written statement of employment particulars (ERA 1996 s.1). This letter is addressed to you in your capacity as Head of Human Resources. Please treat this as a written grievance requiring a formal investigation, hearing and written outcome.
I am writing to raise a formal grievance under the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015) and the grievance procedure set out in my written statement of employment particulars (ERA 1996 s.1). This letter is addressed to you in your capacity as Head of Human Resources. Please treat this as a written grievance requiring a formal investigation, hearing and written outcome.
1.
MY EMPLOYMENT DETAILS
Employee: Thomas Whitfield
Job title: Senior Account Executive — Sales — Enterprise Team
Continuous service from: 2021-01-15
Employee / Payroll No.: MSL-00421
Employer: Meridian Solutions Ltd
Employer address: 50 Canary Wharf, London E14 5AB
Job title: Senior Account Executive — Sales — Enterprise Team
Continuous service from: 2021-01-15
Employee / Payroll No.: MSL-00421
Employer: Meridian Solutions Ltd
Employer address: 50 Canary Wharf, London E14 5AB
2.
NATURE OF THE GRIEVANCE
2.1 I raise this formal grievance in relation to bullying and/or harassment within the meaning of section 26 of the Equality Act 2010 and the Protection from Harassment Act 1997. 2.3 Summary of the grievance:
I have been subjected to repeated bullying behaviour by my line manager, Mr David Harris (Regional Sales Director), over the past three months. This has included public belittlement during team meetings, unreasonable workload targets set without consultation, exclusion from team communications, and two instances of shouting at me in open-plan areas. The behaviour falls within section 26 of the Equality Act 2010 (harassment) and breaches paragraph 2.1 of the Company Respect at Work Policy.
I have been subjected to repeated bullying behaviour by my line manager, Mr David Harris (Regional Sales Director), over the past three months. This has included public belittlement during team meetings, unreasonable workload targets set without consultation, exclusion from team communications, and two instances of shouting at me in open-plan areas. The behaviour falls within section 26 of the Equality Act 2010 (harassment) and breaches paragraph 2.1 of the Company Respect at Work Policy.
3.
DATES, PERSONS AND FACTUAL CHRONOLOGY
3.1 Date(s) of the incident(s): 5 January 2026 (team meeting, belittlement); 12 January 2026 (exclusion from team WhatsApp); 28 January 2026 (email deadline of 2 hours); 14 February 2026 (shouting incident in open-plan office).
3.2 Person(s) involved: David Harris (Regional Sales Director) — primary subject of complaint
Emma Clarke (Account Manager) — witness, 5 January meeting
Robert Shah (Sales Executive) — witness, 5 January meeting and WhatsApp exclusion
3.3 The above chronology is contemporaneous to the best of my knowledge and belief. I reserve the right to supplement this account once disclosure and the investigation process are complete.
3.2 Person(s) involved: David Harris (Regional Sales Director) — primary subject of complaint
Emma Clarke (Account Manager) — witness, 5 January meeting
Robert Shah (Sales Executive) — witness, 5 January meeting and WhatsApp exclusion
3.3 The above chronology is contemporaneous to the best of my knowledge and belief. I reserve the right to supplement this account once disclosure and the investigation process are complete.
4.
RIGHTS ENGAGED
4.1 I rely on the following rights in bringing this grievance: (a) the implied term of mutual trust and confidence (Malik v BCCI [1997] ICR 606); (b) the grievance procedure set out in my written statement of particulars under ERA 1996 s.1; (c) Parts 2 and 5 of the Equality Act 2010 including the prohibitions on direct and indirect discrimination, harassment (s.26) and victimisation (s.27); (d) the right to be accompanied at any hearing under section 10 of the Employment Relations Act 1999.
5.
DESIRED OUTCOME
5.1 I request the following resolution:
1. A thorough and impartial investigation by an appropriately senior manager who has not previously been involved.
2. Immediate measures to ensure the bullying stops pending investigation (e.g. separate reporting line).
3. A formal written apology from Mr Harris if findings are upheld.
4. Permanent reassignment to a different line manager.
5. Consideration of whether similar concerns exist among other team members.
5.2 I request that an appropriately senior and impartial investigator be appointed who has not previously been involved in the matters complained of (paragraph 34 of the ACAS Code).
1. A thorough and impartial investigation by an appropriately senior manager who has not previously been involved.
2. Immediate measures to ensure the bullying stops pending investigation (e.g. separate reporting line).
3. A formal written apology from Mr Harris if findings are upheld.
4. Permanent reassignment to a different line manager.
5. Consideration of whether similar concerns exist among other team members.
5.2 I request that an appropriately senior and impartial investigator be appointed who has not previously been involved in the matters complained of (paragraph 34 of the ACAS Code).
6.
WITNESSES
6.1 The following individuals are able to corroborate all or part of my account:
Emma Clarke (Account Manager) — present at 5 January meeting.
Robert Shah (Sales Executive) — present at 5 January meeting and can confirm removal from the team WhatsApp group.
Anita Desai (former Team Lead, left January 2026) — contemporaneous complaint recipient.
6.2 I request that they are invited to provide written statements or attend the grievance hearing. I note that victimising a witness for participating in a grievance may amount to an unlawful detriment under section 27 of the Equality Act 2010.
Emma Clarke (Account Manager) — present at 5 January meeting.
Robert Shah (Sales Executive) — present at 5 January meeting and can confirm removal from the team WhatsApp group.
Anita Desai (former Team Lead, left January 2026) — contemporaneous complaint recipient.
6.2 I request that they are invited to provide written statements or attend the grievance hearing. I note that victimising a witness for participating in a grievance may amount to an unlawful detriment under section 27 of the Equality Act 2010.
7.
DOCUMENTARY EVIDENCE
7.1 In support of this grievance I rely on the following documentary evidence:
Email from David Harris dated 28 January 2026 (2-hour deadline).
Contemporaneous diary entries for 5, 12 and 28 January 2026 and 14 February 2026.
Screenshot showing removal from team WhatsApp group on 12 January 2026 at 09:47.
Copy of Company Respect at Work Policy (Version 4.1, March 2025).
7.2 Copies will be provided at the investigation or grievance hearing. I reserve the right to request additional documents under the data subject access rights in Article 15 of the UK GDPR.
Email from David Harris dated 28 January 2026 (2-hour deadline).
Contemporaneous diary entries for 5, 12 and 28 January 2026 and 14 February 2026.
Screenshot showing removal from team WhatsApp group on 12 January 2026 at 09:47.
Copy of Company Respect at Work Policy (Version 4.1, March 2025).
7.2 Copies will be provided at the investigation or grievance hearing. I reserve the right to request additional documents under the data subject access rights in Article 15 of the UK GDPR.
8.
PREVIOUS INFORMAL ATTEMPTS AT RESOLUTION
8.1 Prior to raising this formal grievance I took the following informal steps to resolve the matter (paragraphs 31-32 of the ACAS Code):
On 20 January 2026 I raised my concerns verbally with Mr Harris directly; he became defensive and the behaviour worsened.
On 10 February 2026 I spoke informally with Jane Cooper (HR Business Partner).
8.2 Those steps have not resolved the matter, which is why I now require the formal process.
On 20 January 2026 I raised my concerns verbally with Mr Harris directly; he became defensive and the behaviour worsened.
On 10 February 2026 I spoke informally with Jane Cooper (HR Business Partner).
8.2 Those steps have not resolved the matter, which is why I now require the formal process.
9.
POLICIES AND STANDARDS BREACHED
9.1 I consider that the following internal policies, codes of practice, or professional standards have been breached:
Respect at Work Policy, paragraphs 2.1 and 4.3.
Code of Conduct, paragraph 1.2 (mutual respect).
Diversity and Inclusion Policy, paragraph 3.
Respect at Work Policy, paragraphs 2.1 and 4.3.
Code of Conduct, paragraph 1.2 (mutual respect).
Diversity and Inclusion Policy, paragraph 3.
10.
DETRIMENT SUFFERED
10.1 As a consequence of the matters complained of, I have suffered the following detriment:
Significant work-related stress (GP signed off 15-19 February 2026).
Loss of two sales accounts due to reassignment by Mr Harris without justification.
Exclusion from a leadership development programme I had been selected for.
10.2 Where applicable this is relied upon under ERA 1996 s.48 (detriment for protected act) and/or s.47B (protected disclosure).
Significant work-related stress (GP signed off 15-19 February 2026).
Loss of two sales accounts due to reassignment by Mr Harris without justification.
Exclusion from a leadership development programme I had been selected for.
10.2 Where applicable this is relied upon under ERA 1996 s.48 (detriment for protected act) and/or s.47B (protected disclosure).
11.
REMEDY SOUGHT IN DETAIL
11.1 I request the following specific remedies:
Temporary reassignment to a different line manager pending the investigation outcome.
A structured return-to-work support plan via Occupational Health.
Formal finding, a written warning or higher as appropriate for Mr Harris under the disciplinary procedure.
Temporary reassignment to a different line manager pending the investigation outcome.
A structured return-to-work support plan via Occupational Health.
Formal finding, a written warning or higher as appropriate for Mr Harris under the disciplinary procedure.
12.
RIGHT TO BE ACCOMPANIED AND ADJUSTMENTS
12.1 I wish to exercise my statutory right to be accompanied at the grievance hearing under section 10 of the Employment Relations Act 1999. My chosen companion is a certified trade union representative, Mark Stevens (Unite the Union). The companion may address the hearing, put and sum up my case, and confer with me during the hearing.
12.2 Reasonable adjustments requested under Equality Act 2010 s.20: Hearing to be held in a private room away from the Sales floor.
Breaks to be allowed on request.
Written outcome to be provided before any face-to-face meeting with Mr Harris.
12.3 Hearing preference: in person
12.2 Reasonable adjustments requested under Equality Act 2010 s.20: Hearing to be held in a private room away from the Sales floor.
Breaks to be allowed on request.
Written outcome to be provided before any face-to-face meeting with Mr Harris.
12.3 Hearing preference: in person
13.
CONFIDENTIALITY
13.1 I request that this grievance, the investigation and any related records are treated as confidential, shared strictly on a need-to-know basis, and processed in accordance with the UK GDPR and the Data Protection Act 2018. Any disclosure beyond that strictly necessary for the investigation may amount to an unlawful processing of my personal data.
14.
ACAS EARLY CONCILIATION AND TRIBUNAL TIME LIMITS
14.1 I reserve the right, without prejudice to this grievance, to commence ACAS Early Conciliation under section 18A of the Employment Tribunals Act 1996 and, if necessary, to present a claim to the Employment Tribunal. 14.2 Tribunal claims for unlawful deductions from wages, discrimination, detriment for protected disclosures, and constructive dismissal must generally be presented within three months less one day of the act or omission complained of (ERA 1996 s.111, Equality Act 2010 s.123), as extended by Early Conciliation.
15.
ACAS CODE COMPLIANCE — ADJUSTMENT OF ANY FUTURE AWARD
This grievance is raised in accordance with the ACAS Code of Practice. Under section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992 an Employment Tribunal may, on any subsequent claim, adjust any award by up to 25% where a party has unreasonably failed to comply with the Code. I expect the Employer to investigate without unreasonable delay, to hold a hearing at which I may be accompanied, to communicate its decision in writing and to provide a right of appeal.
16.
WORKER PROTECTION ACT 2023 — EMPLOYER PREVENTATIVE DUTY
I invoke the Employer's proactive duty to take reasonable steps to prevent sexual harassment of workers, as inserted into the Equality Act 2010 as section 40A by the Worker Protection (Amendment of Equality Act 2010) Act 2023 (in force 26 October 2024). Where the matters raised in this grievance involve harassment of a sexual nature, or third-party harassment of which the Employer was or ought to have been aware, I expect the Employer to: (a) demonstrate the reasonable steps it has taken to prevent the conduct (risk assessment, policy, training, reporting channels and complaint handling under the EHRC technical guidance); (b) take appropriate action against any perpetrator(s); and (c) implement further preventative measures where necessary. I note that an Employment Tribunal may, on any subsequent sexual-harassment claim, increase compensation by up to 25% for breach of the section 40A duty (Equality Act 2010 s.124A).
17.
EMPLOYMENT RIGHTS ACT 2024 — EXTENDED TRIBUNAL TIME LIMIT
I note the changes introduced by the Employment Rights Act 2024 (Royal Assent 2025, staggered commencement through 2026 and 2027). In particular, the Employment Tribunal time limit for most claims is extended from three to six months with effect from 1 October 2026. Where the act or omission complained of in this grievance occurred on or after 1 October 2026, any subsequent claim to the Employment Tribunal will be subject to the six-month limit (extended further by ACAS Early Conciliation in the normal way). This does not affect my desire for the grievance to be resolved informally and promptly through the Employer's internal procedure; nor does it prejudice my position on time limits.
18.
AI / AUTOMATED GRIEVANCE HANDLING — TRANSPARENCY REQUEST
Where the Employer uses AI or automated tools (including AI-assisted grievance triage, sentiment analysis, generative-AI summarisation of evidence or automated scoring of credibility) in handling this grievance, I respectfully ask the Employer to: (a) confirm whether any such tool has been used and, if so, to provide meaningful information about the logic involved and the significance and envisaged consequences of such processing (Articles 13(2)(f), 14(2)(g) and 15(1)(h) UK GDPR); (b) ensure that no decision producing legal or similarly significant effects has been taken solely by automated processing, save where Article 22(2) UK GDPR permits and appropriate safeguards have been applied; (c) afford me the right to human review of any automated decision under Article 22(3) UK GDPR; and (d) carry out a Data Protection Impact Assessment under Article 35 UK GDPR for any high-risk processing, with regard to the ICO's guidance on AI and data protection (2024).
19.
DATA PROTECTION
The personal data contained in and arising from this grievance is processed on the lawful bases in Articles 6(1)(b), 6(1)(c) and 6(1)(f) of the UK GDPR and, for special category data, on the conditions in Sch 1 Pt 1 of the Data Protection Act 2018 (as amended by the Data (Use and Access) Act 2025). I reserve my rights under Articles 15-22 of the UK GDPR.
20.
GOVERNING LAW AND JURISDICTION
This letter and any grievance arising from it are governed by the laws of England and Wales (or Scotland / Northern Ireland, where applicable). The Employment Tribunal, county courts and High Court of England and Wales shall have jurisdiction, subject to the exclusive jurisdiction of the Employment Tribunal in respect of statutory employment claims.
YOURS SINCERELY,
Thomas Whitfield
Senior Account Executive
Date: ____________________
EMPLOYEE
Thomas Whitfield
Senior Account Executive
Date: ____________________
EMPLOYER (RECEIPT)
Sarah Johnson
Head of Human Resources
Date: ____________________
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What Is a Grievance Letter?
A grievance letter is a formal written complaint from an employee to their employer about a workplace issue. It is the first step in the statutory grievance process and puts the employer on notice that a formal complaint has been raised that needs to be investigated and addressed.
The ACAS Code of Practice on disciplinary and grievance procedures recommends that employees raise grievances formally and in writing. Common reasons for grievances include unfair treatment, bullying or harassment, discrimination, unsafe working conditions, changes to terms and conditions, and concerns about management decisions.
Submitting a well-structured UK grievance letter ensures your complaint is taken seriously and creates a documented record that can be important if the matter later proceeds to a British employment tribunal. England and Wales employment law requires employers to follow a fair grievance procedure under the ACAS Code.
What's Covered in This Template
Our grievance letter template helps you structure your complaint clearly and professionally.
Employee Details
Your full name, job title, department, and the date of the letter.
Recipient Information
The name and title of the manager or HR representative the grievance is addressed to.
Subject of the Grievance
A clear heading identifying the nature of the complaint.
Factual Account
A detailed, chronological description of the events or issues giving rise to the grievance.
Dates and Evidence
Specific dates, times, and locations of incidents, along with references to any supporting evidence.
Witnesses
Names of any colleagues or others who witnessed the events described.
Impact Statement
How the issue has affected you personally and professionally.
Previous Attempts to Resolve
Any informal steps you have already taken to address the issue before raising a formal grievance.
Desired Outcome
What resolution you are seeking from the employer.
Request for Meeting
A request for a formal grievance meeting in accordance with the ACAS Code of Practice.
How to Create a Grievance Letter
Follow these steps to write a clear and effective grievance letter using our template.
- 1
Identify the Recipient
Address the letter to your line manager or, if the grievance involves your manager, to their superior or the HR department. Check your company's grievance procedure for the correct recipient.
- 2
Describe the Issue Clearly
Set out the facts of your complaint in chronological order. Be specific about dates, times, places, and what was said or done. Stick to facts rather than opinions where possible.
- 3
Reference Evidence and Witnesses
List any documents, emails, messages, or other evidence that support your complaint. Include the names of anyone who witnessed the events.
- 4
Explain the Impact and Desired Outcome
Describe how the situation has affected your work, health, or wellbeing. State clearly what you would like to happen as a result of the grievance process.
- 5
Submit and Keep a Copy
Download the completed letter as a PDF, submit it to the appropriate person, and keep a copy for your own records. Note the date you submitted it.
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Legal Considerations
The grievance process in the UK is governed by the ACAS Code of Practice and supported by employment legislation.
This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.
Reviewed for England & Wales law
ACAS Code of Practice
The UK ACAS Code of Practice on disciplinary and grievance procedures sets out the basic principles for handling grievances in Britain. While not legally binding, UK employment tribunals must take it into account. Failure by either party to follow the Code can result in an adjustment of up to 25% on any compensation awarded. The Code recommends raising grievances in writing, holding a meeting, and providing a right of appeal.
Protection Against Victimisation
British employees who raise a grievance are protected from victimisation under the Equality Act 2010 if the grievance relates to discrimination or harassment. They are also protected under the UK Employment Rights Act 1996 from being subjected to a detriment for asserting a statutory right. Employers who retaliate against employees for raising legitimate complaints risk significant UK tribunal claims.
Constructive Dismissal
If a British employer fails to address a serious grievance, or if the employer's conduct amounts to a fundamental breach of the employment contract, the employee may be able to resign and claim constructive unfair dismissal under section 95(1)(c) of the UK Employment Rights Act 1996. Raising a formal grievance before resigning strengthens the employee's position under English law.
Time Limits for Tribunal Claims
If a grievance relates to a matter that could form the basis of a UK employment tribunal claim, the employee must be aware of the relevant time limits. Most claims must be brought within three months less one day of the act complained of. The ACAS early conciliation process must be started before a claim can be submitted in England and Wales, which can extend the time limit by up to six weeks.
Frequently Asked Questions
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Use our free template to write a clear, professional grievance letter that follows the ACAS Code of Practice. Fill in the details, preview, and download as a PDF.
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