Free Grievance Letter Example for (i) work-related stress; (ii) bullying and harassment; (iii) workplace discrimination:

.

The free grievance letter example below contains three categories (i) work-related stress – (ii) bullying & harassment – (iii) discrimination, which you could use within your formal grievance letter to send to your employer.

We also have a dedicated webpage regarding the steps to take if you have been subjected to unfair treatment at work.

Amy & I have created some new webpages for 2026 for you to look at:

• Read This First!
• Don’t use AI to write your grievance letter.
• 15 steps to take before you write your grievance letter.
• 20 Tips on writing your grievance letter.
• What not to say in a grievance meeting.
• How to win a grievance appeal.
• How to blow the whistle at work.

Feel overwhelmed? Need us to help you?

.

My wife Amy & I are employment consultants with 26 years combined experience assisting clients like you! We work for the employee, not for the employer. We know all too well what you are presently going through, as Amy and I took our own employers to the Employment Tribunal due to being subjected to a toxic work environment caused by bullying, harassment and discrimination.

We created this website in 2011 to help people like us who can’t afford thousands of pounds for a solicitor but need support in writing a grievance letter to their employer.

• Amy & I have already walked the path, which you now tread.
• After suing our employers, we created this website to help employees like you to understand your employment rights UK.
• Over the last 15 years, we have helped thousands of clients resolve their employment disputes with their employer. Please visit our Testimonials Web Page.

Amy & I can assist you in obviating the common mistakes, which we often see employees make when submitting a grievance letter for bullying, harassment and discrimination in the workplace. You only get one chance to get your grievance letter right, so make sure that you do just that!

If you would like to talk to us about drafting a custom your grievance letter for you, then reach out to us to book a telephone consultation.

• We charge £35 for an initial telephone consultation (up to one hour), and £50 an hour thereafter.
• During the telephone consultation we can discuss your employment situation, and assist you in moving forward, whether it be to assist you in drafting a custom grievance letter or holding your hand throughout the entire grievance process, we are here to help you.
• Amy & I work 7 days at week because we know all too well having gone through the grievance process ourselves, that your stress does not just stop on the weekends!

We suggest visiting our webpage on the 15 steps, which you need to take before you draft your grievance letter.

We also suggest that before you draft your grievance letter to your employer, that you visit our free webpage on our 20 hot tips on how to write a grievance letter, which tips include what to say, and what not to say in your grievance letter to your employer.

.

Free Grievance Letter Example:

.

??/??/2026

VIA EMAIL

Dear Sir/Madam,

Paragraph 1 – I am lodging a written formal grievance to invoke the grievance procedure by reason that I reasonably believe that my employer has omitted to recognise its statutory duties germane to my health, safety and welfare at work. The ‘omission’ to have observed my statutory rights under the auspices of The HSAWA 1974 (whether deliberate or inadvertent), is to my ‘detriment’. The ‘detriment’ is the fact that my health and well-being has been affected and continues to be affected due to my employer’s relevant failure of s.1(1)(a) HSAWA 1974, viz: to observe a ‘statutory duty of care’ for my health, safety, and welfare at work. In this regard, I draw my employer’s attention to the case authority of Spring v Guardian Assurance plc, (1994) 2 All ER 129:

“The changes which have taken place in the employer-employee relationship, with far greater duties imposed on the employer than in the past, whether by statute or by judicial decision, to care for the physical, financial and even psychological welfare of its employees”.

Paragraph 2 – In invoking the grievance procedure, I am asking my employer to observe the implied term of ‘mutual trust and confidence’, and not act in a manner which would continue to erode my trust and confidence. I trust therefore, that my employer will observe the good faith performance and take reasonable and practicable steps to remedy the following grievances by adducing and eliciting the ‘facts’. In raising the following grievances, I am not making “allegations”. For the avoidance of doubt, I am providing my employer with both facts and information, which amount to qualifying disclosures of information (whistleblowing) in accordance with s.43A; s.43B & s.43C(1)(a) of The Employment Rights Act 1996.

Paragraph 3 – Furthermore, I am asking my employer to observe the ACAS Guidelines with regard to the grievance procedure as a whole. As such, I ‘trust’ that that I will not be subjected to a ‘detriment’ and/or ‘detrimental treatment’ for having exercised my statutory rights in invoking the grievance procedures and/or for asserting a statutory right on grounds of health and safety in accordance with s.44(1)(c) of The Employment Rights Act 1996.

Paragraph 4 – In invoking the grievance procedures, I am asking my employer to make reasonable adjustments to the grievance procedures, and moreover, to both observe and implement the recommendations encompassed within The EHRC Statutory Code of Practice on Employment 2011, with express particular Chapter 17 at paragraph 6.93:

“Employers should ensure that when conducting disciplinary and grievance procedures they do not discriminate against a worker because of a protected characteristic. For example, employers may need to make reasonable adjustments to procedures to ensure that they do not put disabled workers at a substantial disadvantage.”

Paragraph 5 – Finally, I would ask that all correspondence relevant to the grievance procedure be sent via email, to my email address at (your email address here). This will save both paper and time.

Health and Safety – Work-Related Stress:

(Add or delete the following section/s if they do not apply to you)

Paragraph 6 – I have consulted my doctor and have discussed with my GP the fact that the excessive workload management expect me to work under is prejudicial to both my physical and psychological health and wellbeing. As such, I am unable to cope with the demands, which management have placed upon me. My doctor has made a professional medical diagnosis of (work-related stress, panic attacks, anxiety, depression, IBS, migraines, asthma, sleepless nights, heart palpitations, eczema) as a direct consequence of the pressures borne within my working environment, and managements unreasonable expectations of my person.

Paragraph 7 – As such, I feel ‘tired all the time’ which is having a substantial adverse effect on my abilities and capabilities to undertake my day-to-day activities. It would be conducive to discuss this with an occupational health practitioner to determine what ‘reasonable adjustments’ could be implemented to assist me.

Paragraph 8 – I am also asking that a stress specific risk assessment be undertaken in accordance with The Health and Safety Executives Management Standards. In so doing, I am asking management to consider the magnitude of the risk of harm, and the gravity of the harm, which may occur to my occupational health and well-being should management omit to undertake this request. Furthermore, I believe undertaking an occupational health assessment would assist my employer to identify the hazards in order to minimise the risks which are prejudicial to my occupational health, safety and wellbeing. I also feel a short sabbatical might be beneficial, to help me recuperate.

State here what it is about your job that makes it so stressful. For example:

Paragraph 9 – I believe the workload is too much for one person to undertake, given the ‘demands’ of the job, which are ‘unreasonable’. I wish to draw to management’s attention the lack of reasonable support, training, and supervision, which has been wholly inadequate.

Place the onus on the employer as to what it could have and should have done, to prevent the ’injury’ from occurring in the first instance.

Paragraph 10 – Notwithstanding, I wish to bring to management’s attention their statutory duties under the auspices of The Management Health & Safety Work Regulations 1999. It was incumbent upon management to have undertaken an individual ‘risk assessment’ at the commencement of my employment, to determine my ‘abilities and capabilities’ under R.13(1) of the MHSWR 1999:

“Every employer shall, in entrusting tasks to his employees, take into account their capabilities as regards health and safety.”

Paragraph 11 – Thus, why was no such risk assessment undertaken?

Paragraph 12 – Moreover, it was incumbent upon management to have consulted me to ascertain what training, support and/or supervision would have assisted me i.e., to aid me in coping with managements unreasonable expectations and excessive demands. The ‘omission’ to have done so is to my ‘detriment’.

Paragraph 13 – I also wish to bring to management’s attention that my employer has omitted to undertake any preventative measures to ‘combat work-related stress’ from occurring within my working environment. I can state as a matter of fact that no ‘stress audits’ or ‘stress tests’ have been conducted during my tenure. This ‘omission’ is also to my ‘detriment’.

Paragraph 14 – Why has my employer omitted to have undertaken any stress tests or stress audits?

Paragraph 15 – Specifically, what steps (if any) has my employer taken to identify and mitigate stress in the workplace?

Paragraph 16 – Perchance, had stress tests or stress audits actually been implemented, it is fair comment to say that the ‘risk of harm’ to my occupational health would have been ‘identified’ sooner. Notwithstanding, it would also be fair comment to state that I would not have suffered the injuries to my health, which as a matter of consequence I have done.

Paragraph 17 – I also feel I have been ‘set up to fail’. This is due to management’s failure to provide me with reasonable support to help me cope with:

• The ‘needs and demands’ of the job,
• The ‘nature and extent’ of my excessive workload,
• Management’s ‘unreasonable expectations’ of my person, given the detrimental impact, which work related stressors have had upon, and are having upon my ‘abilities and capabilities’ to perform my ‘day-to-day activities‘.

Bullying & Harassment:

Add or delete as is applicable – keep the paragraphs numerically in sequence!

Paragraph 18 – I have been unlawfully bullied and harassed by harassers first and last name in contravention of s.26 of the Equality Act 2010.

Paragraph 19 – The harassment inflicted upon my person is discriminatory due to my sex, sexual orientation, gender, age, religion, race, disability, marital status.

Paragraph 20 – The harassment is unlawful under the Equality Act 2010, by reason that the harassment is ‘unwanted conduct’ which has the purpose and the effect to cause me offense, which harassment has caused injury to my feelings. The harassment is unwanted, uninvited, and unwelcome to me.

If none of the wording above applies to you, then replace paragraph 20 above with the following:

Paragraph 21 – I have been subjected to a systematic campaign of bullying by first and last name, which bullying is unwanted, uninvited and unwelcome to me. The bullying is making me feel ill and impacting upon my mental health and wellbeing. I find bully’s name behaviour abhorrent. Being bullied and harassed creates a hostile, oppressive, and intimidating environment in which to work and communicate with bullies name.

Paragraph 22 – Furthermore, the bullying and harassment has caused me needless stress, distress and anxiety. This has had (and is having) a profound and ‘detrimental impact’ upon both my physical and psychological health and wellbeing. My doctor is also of the same medical opinion.

Paragraph 23 – Notwithstanding, adequate preventative measures’ ought to have been implemented by my employer to protect my occupational health and well-being in accordance with s.1(1)(a) of the Health and Safety at Work Act 1974 being a statutory ‘duty of care’, and furthermore, s.2(1)(2) of The HSAWA 1974, to render me with a safe system of work, being a work environment free from bullying, harassment discrimination.

Paragraph 24 – The ‘omission’ to protect my occupational health and well-being in accordance with The Health and Safety at Work Act 1974 is to my ‘detriment’.

Paragraph 25 – Moreover, it is my reasonable belief that my employer has systematically failed to promote, champion, and embed its policies and procedures amongst the workforce at large to eradicate and eliminate a culture of bullying and harassment at my place of work. This ‘omission’ is to my ‘detriment’. It would be ‘fair comment’ to state, that due to this omission, my employer has failed to demonstrate a commitment to its employees, viz: to provide them with a ‘safe place’ and ‘safe system of work’, being a working environment free from bullying and harassment.

Paragraph 26 – By reason that management have failed to take reasonable and practicable steps to eliminate and eradicate bullying and harassment from within the working environment, both my employer and its management have failed to demonstrate a commitment to my health and safety whilst at work. Put shortly, the ‘omission’ by management and the HR Department to have taken reasonable and practicable steps to eradicate and eliminate bullying and harassment from the working environment, not only affects my physical and psychological health and wellbeing, but also affects the health, safety, and wellbeing of other employees too. Hence, this information is raised in the wider public interest as a ‘qualifying disclosure of information’.

Paragraph 27 – Thus, I hold my employer vicariously liable for its respective omissions to render my person with a working environment free from disruption, bullying, and harassment in accordance with s.109(1)(2)(3)(4)(a)(b) of the Equality Act 2010. To this end, I am bringing to my employer’s attention to the authority of Wigan Borough Council v Davies [1979] ICR 411, EAT on 26th January 1979:

“There is an implied term in contracts of employment that the employer will provide reasonable support to ensure that the employee can carry out his/her duties without harassment or disruption by fellow workers; and where an employer has an obligation to take reasonable steps to achieve something and takes few or no steps, the onus of proving what steps would have been reasonable is on the employer.”

Paragraph 28 – It is incumbent upon my employer to ‘promote, champion and embed’ a healthy working environment by implementing the Bullying & Harassment Policy and Procedures amongst the workforce at large. The ‘omission’ to have done so is to my ‘detriment’.

Paragraph 29 – In consideration of the aforementioned, I believe that my employer has failed to make its employees’ aware of the behaviour, which is unacceptable, undignified, and unwanted. This ‘omission’ is to my ‘detriment’. I believe it is due to the aforementioned omission, which has ultimately led to bully’s name believing it was acceptable to treat me in this most undignified manner.

Paragraph 30 – As a direct consequence’ of bully’s name unwanted conduct, I have felt explain here how being bullied has made you feel. Eg, I have felt in a low mood, and have cried on numerous occasions, suicidal thoughts, not wanting to get out of bed, lack of sleep, heart palpitations, high blood pressure, low motivation etc,. Also outline the injury caused to your feelings. EG: I find bullys name unwanted conduct offensive and undignified, which unwanted conduct has caused injury to my feelings.

Paragraph 31 – Furthermore, ‘as a direct consequence’ of bully’s name, the unwanted conduct has also ‘triggered’ my (If the harassment has triggered or caused a disability, present or past, [panic attacks, asthma, IBS, depression, migraines] then state so here). Put shortly, a ‘causal link’ exists between the unwanted conduct meted out upon my person, and the manifestation of my anxiety and panic attacks. My consultations with my doctor, is that s/he is of the same opinion.

Paragraph 32 – I also wish to make it clear, that I no longer wish to work with bullys name. This is due to the very fact that the unwanted conduct is ‘prejudicial’ to my health and wellbeing. To this end, I am asserting a statutory right in accordance with s.44(1)(c) of The Employment Rights Act 1996. I am bringing to my employer’s attention by reasonable means that parameters at work are prejudicial to my health, safety, and well-being. To this end, I am asking that a copy of this grievance letter is sent to my employer’s health and safety representative on my behalf.

Paragraph 33 – With regard to the above paragraph, I draw my employer’s attention to the House of Lords ruling in the case of Waters (A.P.) v. Commissioner of Police For The Metropolis [2000] 1 WLR 1607; [2000] UKHL 50; [2000] IRLR 720:

“If an employer knows that acts being done by employees during their employment may cause physical or mental harm to a particular fellow employee and he does nothing to supervise or prevent such acts, when it is in his power to do so, it is clearly arguable that he may be in breach of his duty to that employee. It seems to me that he may also be in breach of that duty if he can foresee that such acts may happen and, if they do, that physical or mental harm may be caused to an individual.”

Paragraph 34 – Thus, I am requesting my harasser and myself be separated with immediate effect. I am asking my employer to consider the case authority of Mrs S Hill v Lloyds Bank Plc UKEAT/0173/19/LA.

Paragraph 35 – A failure to separate my harasser and myself would leave my employer vicariously liable for any further acts of bullying or harassment, which are inflicted upon my person.

Paragraph 36 – In addition, I am asking my employer to observe the recommendations as outlined within The EHRC Statutory Code of Practice on Employment 2011, with express particular to Chapter 7. This being in addition to my employer’s own Bullying & Harassment Policies and Procedures.

The Following Applies:

Write a statement on what happened, where it happened, what was said, who saw/heard it, the date and time, who you may have told, what the bully did, and most importantly, how you FELT. Keep the statement succinct, i.e. don’t ramble. It is important that you provide your employer with both ‘facts and information’.

Discrimination – The Equality Act 2010:

 Add or delete as is applicable – keep the paragraphs numerically in sequence!

Paragraph 37 – I have been unlawfully discriminated against, on protected grounds by name of discriminatory.

Paragraph 38 – The unlawful discrimination falls under the auspices of the Equality Act 2010, due to the following ’protected characteristic’ sex, sexual nature, sexual orientation, gender, age, religion, race, disability, marital status.

State here what your ‘protected characteristic’ is:

Paragraph 39 – I have anxiety, depression, ADHD, Aspergers, cancer, diabetes, thyroid condition, migraines, hypertension, HIV, lupus, IBS

If your employer knows about your impairment / disability, state so:

Paragraph 40 – I contend my employer had ‘Constructive Knowledge’ of my medical condition. For example, I have on numerous occasions informed my line manager of my – anxiety, depression, ADHD, Aspergers, cancer, diabetes, thyroid condition, migraines, hypertension, HIV, lupus, IBS

State here how your employer knows about your impairment or disability. Example:

Paragraph 41 – Upon applying for my position, I made my employer aware I have anxiety, depression, ADHD, Aspergers, cancer, diabetes, thyroid condition, migraines, hypertension, HIV, lupus, IBS.

Paragraph 42 – For the avoidance of doubt, I made my employer aware in my probationary review / annual appraisal in 2025 that I have an impairment.

Where workplace events are exacerbating or triggering your disability/impairment, and it is making it difficult for you to undertake your duties, state the following. Example:

Paragraph 43 – Factors within the working environment are significantly influencing my medical impairments. This is having a ‘substantial adverse effect’ upon my abilities and capabilities to effectively undertake my day-to-day activities.

Let your employer know how your medical condition is affecting you. This is very important – list as many things as you can. Example:

Paragraph 44 – As a consequence’ of being subjected to a toxic working environment, it makes it very difficult for me to concentrate, breath, sit still, gives me migraines, effects my mobility, causes me irritable bowel syndrome, rapid heartbeat, sleepiness, tiredness, fatigue, aches, pains, high blood pressure, panic attacks etc,. (add / remove).

If something at work is the causation of your disability/impairment, and or triggers your disability, make sureyou say so. Example:

Paragraph 45 – Due to a combination of my excessive workload, and managements unreasonable expectations of my person, I am unable to ‘cope with the demands’ of the job – OR – Due to being subjected to a ‘systematic campaign’ of bullying by my line manager, it has ‘triggered’ the reoccurrence of my asthma, panic attacks, depression –OR– Due to the close proximity of the desks at work, it is triggering my agoraphobia / claustrophobia.

Paragraph 46 – A ‘statutory duty of care’ exists to take ‘reasonable and practicable steps’ to eradicate and eliminate the prohibited conduct.

Paragraph 47 – I am asking my employer to make ‘reasonable adjustments’ for my person. A failure to do so would amount to a contravention of s.20(3); s.21 & s.39(5) of the Equality Act 2010. I refer my employer to The EHRC Statutory Code of Practice on Employment 2011, with express particular Chapter 6 at Paragraph 6.2:

“The duty to make reasonable adjustments is a cornerstone of the Equality Act and requires employers to take positive steps to ensure that disabled people can access and progress in employment.”

Paragraph 48 – Reasonable adjustments, which my employer could implement for me are outlined as follows:

• Dignity at work training.
• To speak to the bully.
• To separate myself and the bully.
• To undertake a stress risk assessment.
• To refer me to occupational health.
• To give me longer and more frequent breaks.
• To allow me flexi-working.
• To move me to another department.
• To ensure a working environment with dignity and respect.
• Add/ Delete as applicable

Paragraph 49 – I contend warning signs of impending harm to health should trigger a statutory duty of care to my person, viz: to act in good faith to prevent further foreseeable detriments being inflicted upon my person. As such, I am asking management to observe their statutory duties in accordance with The Equality Act 2010 and The HSAWA 1974.

Paragraph 50 – I very much believe that reducing my workload and rendering my person with some assistance and support to help me ‘cope with the demands’ of my workload, would alleviate the effects, which my impairment/s are having upon my occupational health.

Paragraph 51 – However, I must state that it would be good business practice to undertake a ‘proper assessment’ of my medical conditions in consultation with me to ‘identify the hazards’ in order to ‘minimise the risks’ which are prejudicial to my health, safety and well-being at work. In this regard, I draw my employer’s attention to The EHRC Statutory Code of Practice on Employment 2011, being Chapter 6 at Paragraph 6.32):

“It is a good starting point for an employer to conduct a proper assessment, in consultation with the disabled person concerned, of what reasonable adjustments may be required. Any necessary adjustments should be implemented in a timely fashion, and it may also be necessary for an employer to make more than one adjustment. It is advisable to agree any proposed adjustments with the disabled worker in question before they are made.”

Paragraph 52 – I must state that at present, parameters within the working environment are ‘prejudicial‘ to my health, and as such, continue to be ‘prejudicial‘ to my occupational health and safety.

If the discrimination has caused you embarrassment or humiliation, then state so here. Example:

Paragraph 53 – I have felt embarrassed and humiliated by the events, which have transpired at work, and question the motivation and intent for such discriminatory practice in this modern age (use your own wording, or just elaborate). I find this sort of discriminatory behaviour abhorrent. It is unwanted, unnecessary, and undignified. I also find it intimidating and oppressive.

If the harassment or discrimination has caused you anxiety, stress or distress, then state so here. Example:

Paragraph 54 – As a direct consequence of the discriminatory conduct, which has been inflicted upon my person to date, it has caused me needless stress, distress and anxiety. It is also having a detrimental impact upon my mental and physical health. My doctor is of the same medical opinion. A ‘causal link’ exists between the unwanted conduct and the triggering / exacerbation of my medical condition/s.

Where you are taking medication for your medical condition, you could state the following:

Paragraph 55 – As a direct consequence of the discriminatory acts, which have been inflicted upon my person to date, it has necessitated the need to take medication and medicate more frequently.

Where the conduct in question has been happening over a period of time, then state what steps your employer could have taken (and should have taken), to have prevented the discrimination from happening. Example:

Paragraph 56 – It would be ‘fair comment’ to say, that had my employer taken reasonable steps to eradicate and eliminate discrimination from occurring within the working environment, that I would not now find myself in this position.

Paragraph 57 – Finally, I would appreciate your promptness in addressing my grievances. I look forward to seeking effective remedy and redress to resolving these grievances without unreasonable delay.

Yours faithfully,

Your name

___o0o___

Over the past decade Amy and I have helped thousands of clients with internal employment disputes covering bullying, harassment, discrimination, unfair dismissal, suspension from work, unfair capability, unfair disciplinary, being put on a performance improvement plan, being made redundant, blowing the whistle, work-related stress, sickness absence, pay, disputes with occupational health, and unfair workplace investigations.

Amy & I know firsthand the stress, anxiety, and distress which you feel caused by work-related stress, not least because we have already trodden the path, which you now tread. We only help employees, NOT employers!

If you can’t face the grievance process alone and would like to discuss your workplace problems with us, reach out to us. Sometimes, just talking through your employment issues can give you a new perspective on what to do, and furthermore, how to go about doing it.

We can write your grievance letter for you. We can hold your hand throughout the entire grievance process from beginning to end. We can assist you in avoiding the common mistakes which we see employees make when going through the grievance process with their employer. You don’t have to be alone in this process. Reach out to us on 07775943414 or email us at myrightsuk@protonmail.com

We work 7 days a week, 9-5 UK time, because we know all too well that your employment problems don’t just end on a Friday afternoon! Go on, pick up the phone and call us!