Do yourself a favour, take a minute to read this webpage:

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Question: Why write a grievance letter to your employer at all, why not just express your grievances verbally?

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The ACAS Code of Practice are written guidelines for both employers and employees’ to follow.

If you fail to follow the ACAS Code of Practice, an Employment Tribunal could reduce your claim by 25%.

Why give your employer this opportunity?

In order to observe the ACAS Code of Practice you have to put your grievances in writing.

However, there is no set format in which to raise a written grievance letter other than to outline your complaints in writing to your employer. For the avoidance of doubt, you do not even have to state your letter is a ‘grievance’ letter:-

Shergold v Fieldway Medical Centre [2006] IRLR 76, EAT on 5th December 2005, reported at [2006] ICR 304.

“All that is required is that a grievance must be set out in writing.”

However, many legal websites will inform you that you do not need a grievance letter template. Trust me when I tell you, they are wrong.

The Following Applies:

Given the fact that most employees’ have no knowledge of employment law, by failing to write an articulate grievance letter which encompasses points of employment law, you will have played right into your employer’s hands. What many employees’ fail to articulate is that on the balance of probabilities, your employer will likely have an agreement with a law firm who will vet an employee’s grievance letter which it receives.

As such, when you lodge your grievance letter with your employer, chances are you think you are dealing with your employer’s HR Department. In truth, you are dealing with your employer’s solicitors without ever knowing it. Writing a grievance letter is much like trying to bake bread for the first time; chances are you will get it wrong first time around. The difference being, you only get one chance to write your grievance letter!

This is why Amy & I have created the following new webpages for 2026:

• 20 Hot Tips on how to write a grievance letter.
• Free grievance letter example for ‘work-related stress, bullying, harassment and discrimination’.
• What not to say in a grievance meeting.
• How to win a grievance appeal.
• How to fight and beat a Performance Improvement Plan.
• Covert recordings.
• Pregnancy & Maternity Discrimination.
• Whistleblowing

My wife Amy & I get to see and read all manner of employees’ grievance letters. Truth be told, they would have done themselves a big favour had they taken the half hour to have read through the pages of this website on how to write a grievance letter to your employer.

We speak from the heart when we say to you that having been subjected to a systematic campaign of bullying at work ourselves, Amy & I know first-hand the stress and anxiety it causes. The frustration, sleepless nights, heart palpitations and anger you feel now Amy & I have already felt, because we have already trodden the path, which you now tread.

In my case, my GP subsequently signed me off from work with work related stress, panic attacks and depression. Whilst off from work on sickness absence, I spent the next year living in the local law library bottoming the law, with express particular s.13(1); s.15(1)(a)(b); s.19(1)(2)(3); s.20(3); s.26(1)(a)(b)(i)(ii)(4)(5); s.27(1)(2); s.39(2)(4)(5) and s.109(4)(a)(b) of the Equality Act 2010.

I also blew the whistle under s.43B(1)(b)(d) of the ERA 1996 on my employer’s torts.

Furthermore, I asserted my statutory rights under s.44(1)(d) of the ERA 1996 and refused to return to work by reason that my employer had failed to facilitate me with a safe place and system of work, being free from further harassment and disruption:

Wigan Borough Council v Davies [1979] ICR 411

“An implied term in contracts of employment is 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.”

Let me tell you something my friend, my employer picked a fight with the wrong employee. As a former boxer I put up a fight which consequentially ran my employer up a legal bill into the hundreds of thousands of pounds. For the avoidance of doubt, every now and again an employer will run into a junk yard dog like me who tears the bastards apart. The fact remains, few employees have the stomach to give their employer a good mauling. Forewarned is forearmed, do yourself a favour and learn what Amy & I have learnt about employment law and the follies of the grievance procedure.

We are employment consultants with 26 years combined experience. Over the past decade we have helped thousands of clients with employment disputes. We can assist you in obviating the common mistakes, which we often see employees make when writing a letter of grievance. You only get one chance to get your letter of grievance right, so make sure you do just that!

We can have a telephone consultation with you or write you a custom letter of grievance if:

• You need to raise a grievance letter for bullying and harassment at work.
• You need to raise a grievance letter due to a toxic working environment.
• You need to raise a grievance letter against a coworker.
• You need a constructive unfair dismissal grievance letter.
• You are suffering from work-related stress.
• You want to know stress at work employee rights UK.
• You want to raise a grievance for work-related stress.
• You are being subjected to an unfair sickness absence procedure.
• You need to know your rights about attending sickness absence meetings.
• You want to know your employee rights occupational health report.
• You want to know what not to say to occupational health UK.
• You need to know how to write a resignation letter to your workplace.
• You have been subjected to bullying and harassment at work and want to raise a grievance at work.
• You have been subjected to unfair treatment at work and want to submit a complaint letter.
• You have been subjected to discrimination at work and want to submit a complaint letter.
• You have been put on a capability or performance improvement plan and want to know how to beat it.
• You want to know how to beat a disciplinary hearing.
• You want to know how to beat an unfair disciplinary workplace investigation.
• You are being investigated at work and want to know your employment rights UK.
• You have been suspended from work and want to know your employment rights UK.
• You need to blow the whistle to your employer UK.
• You have been put on an unfair disciplinary.
• You have been unfairly dismissed and want to know your employment rights UK.
• You are being subjected to victimisation at work UK.
• You need to appeal a grievance outcome.
• You need to appeal a disciplinary outcome.
• You need to appeal a capability outcome.
• You need to appeal a performance improvement plan outcome.
• You want to know your employee rights UK for a performance improvement plan (PIP).
• You need help with a pay related matter.
• You are being performance managed / micromanaged and need to know how to get out of it.
• You are being subjected to workplace mobbing and want to raise a grievance at work.
• You have been asked to attend a workplace investigation and want to know your employee rights UK.
• You need to know your employee rights reasonable adjustments equality act 2010.
• You need a grievance letter example template for pregnancy and maternity discrimination
• You need a letter of grievance for sexual harassment in the workplace.
• You are being subjected to discrimination because of pregnancy or maternity.
• You need help identifying reasonable adjustments for disability discrimination.

Visit our testimonials page.

Reach out to Sam & Amy at: samandamy@pm.me or call during working hours 9-5 on 07775943414.

Sam and Amy charge £35 for an initial telephone consultation up to one hour, and £50 an hour thereafter.

Kindest regards – Sam Stone