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.
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.
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
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.
3.2 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.
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).
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.
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.
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.
Respect at Work Policy, paragraphs 2.1 and 4.3.
Code of Conduct, paragraph 1.2 (mutual respect).
Diversity and Inclusion Policy, paragraph 3.
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).
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.
12.2 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
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.
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
Create Your Grievance Letter Now
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.
Free · Instant PDF · No account required