How to Win a Grievance Appeal

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Do you want to know how to win a grievance appeal?

Do you want to know the reasons to appeal a grievance outcome, or how to write a grievance appeal letter?

This page last updated 7.7.26.

White Wash of the Grievance Letter:

Chances are your employer has completely whitewashed the grievance letter which you submitted, stating for example things like:

“We could find no evidence of bullying or harassment”.

“The persons we interviewed did not see anything, which does not support your position that you were bullied”.

“There is no evidence of discrimination as you allege, or at all.”

Thus, what you have to do when appealing the grievance outcome is to rubbish the grievance investigation which your employer undertook. Obviously, this does not come easy to most. Here is how we can help:

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.

Amy & I created this website to help people like us who can’t afford thousands of pounds on a  solicitor, but need support writing a letter of appeal to the grievance outcome, and furthermore, want to know how to win an appeal.

Amy & I can assist you in obviating the common mistakes, which we often see employees make when appealing the grievance outcome letter.  You only get one chance to get your grievance appeal letter right, so make sure that you do just that!

If you can’t face writing your grievance appeal letter and would like to discuss the grievance outcome letter with us, then reach out to us! Sometimes, just talking through the grievance outcome letter with us can give you a new perspective on what to do, and furthermore, how to go about doing it.

We can write your grievance appeal letter for you. We can assist you in avoiding the common mistakes which we see employees make when writing an appeal letter. 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

Please visit our Testimonials Web Page.

Before we get to the mechanics of writing your appeal letter to the grievance outcome, we want you to understand some factors, which will aid you in achieving what you want to get out of the appeal process, whether it be money or closure.

You first have to understand that just because your employer rubbishes your grievance letter, is not to say your grievance letter does not have any merit! It is very important when drafting the grievance appeal letter to understand how the Employment Tribunal would view a potential claim, under the following headings:

Injury to Feelings:

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The Employment Tribunal takes into consideration the injury to your feelings, caused by the actions of the employer, its officers, servants, agents and employees’. Injury to feelings is decided by something called the ‘Vento Scale’.

What is the Vento Scale?

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In 2002, the Court of Appeal set out guidelines for how much compensation should be awarded in respect of ‘injury to feelings’.

Part of the compensation that can be awarded by employment tribunal for unlawful discrimination / harassment are awards for ‘injury to feelings’. This aspect of compensation does not take into account financial losses for the discrimination but instead compensates for the hurt, stress, anguish and upset that you will have suffered. Employment Tribunals have a discretion as to what to award, and will take into account various matters including the individual’s personal characteristics; any relevant medical condition or particular vulnerability; the actual impact of the discriminatory act or acts on the individual, and the extent to which the employer has sought to make amends.

There are three bands to the Vento Scale. As of January 2026, those scales are:

Lower band (example a one-off or isolated incident of discrimination) £1,200 up to £12,100.

Middle band (for serious cases) – £12,100 to £36,400.

Top band (for the most serious cases, such as where there has been a campaign of discrimination and/or harassment over a period of time – £36,400 to £60,700.

You can now see the importance of outlining within your appeal letter how any acts of harassment and/or discrimination made ‘you feel’, and furthermore, to outline within your appeal letter the ‘injury caused to your feelings’.

Thus, within your appeal letter you need to outline the injury caused to your feelings, by writing statements such as:

The on-going prohibited course of conduct, which I have been subjected to has led to feelings of dread, sleepless nights, anguish, anxiety and stress. I cannot reasonably be expected continue to ignore the magnitude of the risk of harm, or the gravity of that harm to my psychological health and wellbeing caused by the bullying, harassment, and discrimination meted out upon my person.

In Vento v Chief Constable of West Yorkshire [2003] IRLR 102, the Court of Appeal set the standard guideline measure of damages for injury to feelings awards for: 

“Subjective feelings of upset, frustration, worry, anxiety, mental distress, fear, grief, anguish, humiliation, stress, depression etc and the degree of their intensity are incapable of objective proof or of measurement in monetary terms. Translating hurt feelings into hard currency is bound to be an artificial exercise”.

Hence, you want to drive the point home about ‘injury to feelings’ in a few different places within your appeal letter to your employer, such as:

“In determining the acts of harassment inflicted upon my person as complained of within my grievance letter, the Company never interviewed me to discuss the injury caused to my feelings and/or how I was made to feel by Jack and Jill shouting at me in front of employees’. Thus, I require the Company to state how being shouted at by Jack and Jill would not cause injury to my feelings?

How do you say I would not find being shouted at offensive?

How do you say being shouted at did not violate my dignity?

How do you say being shouted at did not cause me to feel intimidated, embarrassed and humiliated?

How do you say being shouted at did not create a hostile, oppressive and intimidating environment in which to work, and communicate with Jack and Jill?”

Personal Injury:

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Within your appeal letter to your employer, you may also want to outline some facts with regards to personal injury. Where your GP has diagnosed you with something like depression, PTSD, anxiety, or panic attacks, you could write something like this within your appeal letter:

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“I wish to draw to managements’ attention that due to a prohibited course of conduct from Jack and Jill, I have endured a death by a thousand cuts, which has made a material contribution to my doctor diagnosing me with anxiety attacks / depression / insomnia/ PTSD / hypertension. But for the omission by my employer to have prevented the harassment, which I have been subjected by Jack and Jill, on the balance of probabilities, I would not have been diagnosed with the aforementioned disabilities. For the avoidance of doubt, Jack and Jill were the root cause of the psychological injuries, which I have sustained”.

You then want to support this statement by adding in a little case law underneath the aforementioned statement to beef up what you are saying:

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”.

Dickins v O2 plc [2008] EWCA Civ 1144.

“Where an employee has suffered a breakdown to which the employer’s negligence made a ‘material contribution’ then the starting point for assessing damages should be that the employee is entitled to recover in full, notwithstanding that the employee might have suffered from stress anyway, even if the employer had not been negligent.”

Personal Injury in the Employment Tribunal is capped at £30,000.

Aggravated Damages:

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For a tribunal to award compensation for ‘aggravated damages’ you will have to demonstrate that your employer was exceptionally contemptuous in the way in which it has dealt with you, or had a malicious motive when they discriminated against you. You may be awarded aggravated damages if your employer has behaved in an exceptionally upsetting way towards you, for example by treating you in a manner which is unnecessarily heavy handed, offensive, spiteful, vindictive, or in a way which was wilfully calculated to hurt you.

Aggravated damages can be awarded when your employer made a situation much worse by showing that they didn’t take your grievances seriously. For example, by making you a pariah for asserting your statutory rights, or alienating you from the workforce, or getting others to ‘mob’ you. (Workplace Mobbing is recognised by psychologists around the world, especially in Australia. Google ‘workplace mobbing’).

So, within your appeal letter to your employer you could write something like this:

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“The Company has acted in a Machiavellian manner in investigating my grievances by wilfully dismissing my grievances, which has divested me of obtaining effective remedy and redress to my grievances. It is the Company’s position that the harassment to which I was subjected was due to my own ‘perceptions’. However, my perceptions were based on facts. Thus, it was incumbent upon management to have acted with diligence and competence to get to the root cause of my grievances. Instead, management have sought to conceal their torts by sweeping them under the corporate carpet rather than dealing with my grievances in good faith. Furthermore, management’s actions to date have seriously undermined the implied term of mutual trust and confidence. Management have divested me of a fair and equitable investigation and hearing and have abused the power they delegate over me as an ordinary employee. The sham investigation into my grievances has left me with a burning sense of injustice.”

Aggravated Damages in the Employment Tribunal are capped at £20,000.

I draw your attention to the authority of Deer v University of Oxford [2015] EWCA Civ 52, where the Court of Appeal outlined the “burning sense of injustice” which employees feel when there has been a “defective investigation” into an employee’s grievance.

Stigmatisation:

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‘Stigma damages’ are damages claimed for personal loss of reputation. In an employment law context, they usually mean that an employer’s actions have so ‘stigmatised’ the employee that the employee will find it difficult to find alternative employment and is therefore entitled to damages. (Google BCCI v Ali).

If your employer has traduced and sullied your character at work and/or made it impossible for you to find new employment, then stigma damages may likely apply.

Stigma damages in the Employment Tribunal are capped £5,000.

In relation to the above paragraphs, even if your employer denies everything within the grievance outcome letter, you still want to outline within your appeal letter the injury caused to your feelings, and where appropriate, personal injury to your mental or physical health (as long as this can be evidenced through your medical records).

If you are suffering from panic attacks, high blood pressure, depression, anxiety or PTSD due to workplace bullying and harassment, then make sure this is outlined within your appeal letter to your employer.

What you have to remember is that the employer will deny almost everything within your grievance letter in order to mitigate its liability. Part of the job of the HR Department is to mitigate your employer’s liability! Therefore, HR are to be seen as part of the problem, and not part of the solution.

How to Appeal the Grievance Outcome Letter:

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When a client asks Amy & I to draft their grievance appeal letter for them, the first thing we do is to take the grievance outcome letter and turn it into a Word document. Once you have the grievance outcome transposed into a Word document, then we suggest putting everything which the employer has written into black bold font. Once this is completed, read through the grievance outcome letter looking for discrepancies in what is written or where the employer has contradicted themselves. You may need to read the letter 5 or 6 times to find these discrepancies, but there will be discrepancies where the grievance outcome letter will contradict itself.

These statements will usually be something like:

“You did not inform us you had a disability which required us to make reasonable adjustments”.

However, later in the grievance outcome letter it will say something like:

“Although Lucy Mills saw you having a panic attack, she was not aware this required reasonable adjustments.”

Put shortly, if Lucy Mills observed you having a panic attack, and Lucy Mills is a supervisor or manager, then the employer cannot deny it did not have ‘constructive knowledge’ of your disability and/or that it was statutory obliged to make reasonable adjustments to accommodate your panic attacks. See McCubbin v Perth & Kinross Council UKEATS/0025/13/BI.

This same position was also held in the authority of AECOM Ltd v Mr C Mallon: [2023] EAT 104, where the Employment Appeal Tribunal held the following position at paragraphs 25 & 30:

“An employer is not therefore subject to a duty to make reasonable adjustments if it does not know, and could not reasonably be expected to know, both that the complainant has a disability and that he or she is likely to be placed at the substantial disadvantage. We observe that what is necessary is not that the employer know that the complainant is generally disadvantaged by their disability, but that it knows that they are “likely” to be placed at “the disadvantage referred to in the first requirement”, which is as specified in s 20(3) “a substantial disadvantage in relation to a relevant matter”.

“An important theme in the case law on this issue is that consideration of whether an employer reasonably ought to have known whether the claimant was disabled and at the relevant substantial disadvantage requires the employer to make reasonable enquiries of the employee. An employer cannot ‘turn a blind eye’. This is a point made clear in the EHRC Employment Statutory Code of Practice 2011 (“the Code of Practice”) which states at paragraph 6.19 that an employer must “do all they can reasonably be expected to do to find out whether” an applicant/employee has a disability and is, or is likely to be, placed at a substantial disadvantage.”

Therefore, you need to outline in your appeal letter how your employer knew (or reasonably ought to have known) about your disability or impairment.

Another classic mistake is where the employer will try to mitigate its liability for a stress related claim by saying that it did not know that you were stressed. However, in another paragraph within the grievance outcome letter the employer may concede that your manager had seen you crying at work. Therefore, the – ‘indications of harm to health were reasonably foreseeable’. See Sutherland v Hatton [2002] EWCA Civ 76 (05 February 2002) at paragraph 43(7):

“To trigger a duty to take steps, the indications of impending harm to health arising from stress at work must be plain enough for any reasonable employer to realise that he should do something about it.”

Write underneath the employer’s paragraphs:

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After you have put what the employer has written in the grievance outcome into black bold font, you then want to tear the grievance outcome letter apart sentence by sentence by writing underneath the grievance outcome in a different font (say dark blue Arial). You also want to ask a series of questions.

Appealing the Grievance Outcome Example 1 – The Employer Writes:

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The grievance procedure has now concluded and as per Company policy, you have 5 days within which to lodge your appeal.

Your Rebuttal:

The Company have allowed me 5 days to appeal the grievance outcome. This timeframe is discriminatory. For the avoidance of doubt, within my grievance letter I informed the Company that I have depression / anxiety / panic attacks. These are recognised disabilities in accordance with Schedule 1 and s.6(1) of the Equality Act 2010. Notwithstanding, within my grievance letter I also informed the Company that my depression effects my cognitive abilities, memory function and thought processes. As such, how do you say allowing me 5 days to appeal the grievance outcome does not:

• Put me at a disadvantage because of something arising in consequence of my disability in contravention of s.15(1)(a)(b) of the Equality Act 2010?
• How do you say expecting me to lodge my appeal letter within 5 days or receiving the grievance outcome letter is a proportionate means of achieving a legitimate aim, and not a contravention of s.15(1)(a)(b) of the Equality Act 2010?
• How do you say the omission by my employer and the investigating officer to make reasonable adjustments to the grievance procedures in not a contravention of s.20(3); s.21 and s.39(5) of the Equality Act 2010?
• By only allowing me 5 days to appeal the grievance outcome, how do you say I have not been put at a substantial disadvantage in comparison to the Company’s non-disabled employees’?
• For the avoidance of doubt, it was incumbent upon my employer and the investigating officer to have observed and implemented the recommendations outlined and encompassed within The EHRC Statutory Code of Practice on Employment 2011 Chapter 17 (paragraph 6.93), whereas it states –“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.”
• How do you say the Company has followed the recommendations within The EHRC Statutory Code of Practice on Employment 2011, with express particular Chapter 17 (paragraph 6.93)?
• Please state what reasonable adjustments the Company has made to accommodate my disabilities germane to the grievance procedure?

You can now see the mechanics behind rebutting the grievance outcome letter. The key when appealing the grievance outcome letter is to tear apart any statement, which the employer has made, where you are able to do so. If your employer has received fit notes from your GP which outline the nature of your illness, use it against your employer –

• “My fit note cited work related stress and anxiety. How do you say providing me with only 5 days in which to lodge my appeal is a proportionate means of achieving a legitimate aim and/or would not further exacerbate my stress and anxiety?”

Appealing the Grievance Outcome Example 2 – Support:

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 In the grievance outcome letter the employer writes:

I am satisfied that genuine concerns were raised about your performance by other Managers within the business yet Roger was always very supportive of you and asked the team to support you and give you the time to develop into your role.

Your Rebuttal:

You allege “Roger was ‘always very supportive’ of me”.  For the avoidance of doubt, I do not share your “satisfaction”

• Please provide the specific dates and times since January 1^st 2025, Roger has ‘always supported’ me as is alleged within the grievance outcome letter?
• In what way do you allege Roger has ‘always supported me’?
• I require my employer to outline the specific nature of the support, which you allege Roger gave to me?
• What was the actual nature of the support, which you say Roger gave to me?
• Please state how many 1-2-1 meetings Roger had with me since 1.1.25, to support me?
• You allege Roger asked other members of the team to support me. How do you say it was up to other members of the team to support me in my role?
• Specifically, how do you say members of the team supported me in my role?
• What was the precise nature of the support, which you say team members gave me?
• I require the evidence to support your statement above, viz: that I was “always given the support”, which I actually needed, as you allege.

Appealing Grievance Outcome Example 3 – Bullying and Harassment:

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 In the grievance outcome letter the employer writes:

We can find no evidence of bullying and harassment as you allege.

Your rebuttal:

• Why did you not take a statement from me, so I could attest to the bullying and harassment to which I have been subjected to by Tom?
• Do you agree that if you have had taken a statement from me, that on the balance of probabilities, you would have had ‘evidence’ from me to support my grievances for bullying and harassment? If you disagree, why did you fail to obtain a statement from me to ascertain ‘my perception’ of the bullying and harassment, which is a mandatory requirement in accordance with s.26(4) of The Equality A 2010?
• What consideration has been given to the injury caused to my feelings as the complainant?
• Why did the investigating officer fail to look at the ‘purpose and effect’ of the harassment, which I complained about in my grievance letter?
• Given the fact the investigator failed to ask me ‘my perception’ of the bullying and harassment, how do you say the investigating officer could have adduced and elicited the ‘evidence’ which the investigating officer was allegedly looking for?
• How do you say the investigator was able to conclude that bullying and harassment had not taken place given the fact the investigator failed to take a statement from me regarding the injury caused to my feelings as the victim recipient and/or have considered ‘my perception’ of the harassment as the complainant?
• Do you agree the investigation was a sham? If you disagree, how do you explain the investigators failure to consider the injury caused to my feelings, and furthermore, the omission to have taken into consideration ‘my perception’ of the bullying and harassment as per s.26(4) of The Equality Act 2010?
• Please provide the training which the investigating officer was given to make him / her a ‘competent person’ to have investigated my grievances for bullying and harassment?
• What was the nature of the training, which the investigator received?
• Please provide the specific dates over the last three years the investigator received training on bullying and harassment?
• How many grievance investigations has the investigating officer previously undertaken for bullying and harassment?
• In answer to the above paragraph, how many of the investigations for bullying and harassment undertaken by the investigating officer, were upheld, if any?
• In any event, the investigating officer should not have been looking for actual ‘evidence’ of bullying and harassment, but instead have drawn ‘inferences’ from the facts and information, which I provided. This position is supported by the Court of Appeal in the authority of Igen v Wong and is the approach taken by Employment Tribunals when determining conduct, which is prohibited under the Equality Act 2010.
• Put shortly, the Tribunal does not look for ‘evidence’ of bullying and harassment, but rather draws ‘inferences from the facts’, which is exactly what the investigating officer should have done, but omitted to do. Why?

You could cut and paste the following into your appeal letter for bullying and harassment:

• In the authority of Ms A Burton v Nuffield Health 2300147/2019 the employment tribunal made the following observation at paragraph 9:

“It is generally recognised that it is unusual for there to be clear evidence of discrimination”

• When investigating complaints for “harassment” it requires a series of both objective and subjective tests to be undertaken, which objective and subjective tests the investigating officer omitted to undertake when investigating my grievances for harassment. Why?
• The above position is supported in the case authority of Chawla v Hewlett Packard Ltd UKEAT/0280/13/BA at paragraph 77:

“Whilst the perception of the Claimant, the first element in section 26(4), requires an ‘objective’ finding of the Claimant’s ‘subjective’ feelings about the act complained of, the elements in section 26(4)(b) and (c) require an objective assessment by the ET.”

• How do you say when investigating my grievances for “harassment” that the investigating officer undertook ‘an [objective finding] of my [subjective feelings] as outlined in the above authority of Chawla v Hewlett Packard Ltd?
• Put shortly, the investigating could not have found that “harassment” had not occurred, without first taking into consideration ‘my perception’ of the harassment, could s/he?
• In this regard, I draw your attention to paragraphs 75 to 77 of Chawla v Hewlett Packard Ltd UKEAT/0280/13/BA –

“Consideration of whether the perception of the Claimant is reasonable is now a mandatory element of the decision under EqA section 26(4) whether the unwanted conduct has the effect referred to in section 26(1)(b). Underhill J held at paragraph 15 that:

“Overall the criterion is objective because what the tribunal is required to consider is whether, if the Claimant has experienced those feelings or perceptions, it was reasonable for her to do so – whether it was reasonable for a claimant to have felt her dignity to have been violated is quintessentially a matter for the factual assessment of the tribunal. It will be important for it to have regard to all the relevant circumstances, including the context of the conduct in question.”

One of the elements referred to by Underhill J in the context of whether it was reasonable for the conduct complained of to have the proscribed effect was “whether the conduct was, or was not, intended to cause offence (or, more precisely, to produce the proscribed consequences): the same remark may have a very different weight if it was evidently innocently intended that if it was evidently intended to hurt …”. Underhill J considered that where they are not apparent, the grounds for an act have to be sought by considering the Respondent’s motivation (not motive).

Whilst the perception of the Claimant, the first element in section 26(4), requires an objective finding of the Claimant’s subjective feelings about the act complained of, the elements in section 26(4)(b) and (c) require an objective assessment by the ET. Having examined the evidence, the ET found that Ms Mauga was “trying to be helpful” to the Claimant. On a fair reading of paragraph 56 and in context, the word motive is used in the sense of intention. As Underhill J held in Richmond Pharmacology, the context of the conduct and whether the conduct, in this case the emails, was intended to produce the proscribed consequences are material to the decision of the ET whether it was reasonable for the conduct complained of to have the effect relied upon.”

• Notwithstanding, when investigating my grievances for bullying and harassment, the investigating officer never established either the purpose or the effect of the harassment, which I complained about. Why?
• In this regard, I draw your attention to the authority of – Richmond Pharmacology v. Dhaliwal [2009] UKEAT 0458_08_1202 (12 February 2009) with express particular paragraphs 10 & 14 –

“Secondly, it is important to note the formal breakdown of “element (2)” into two alternative bases of liability – “purpose” and “effect”. That means that a respondent may be held liable on the basis that the effect of his conduct has been to produce the proscribed consequences even if that was not his purpose; and, conversely, that he may be liable if he acted for the purposes of producing the proscribed consequences but did not in fact do so (or in any event has not been shown to have done so).”

• As part and parcel of the grievance investigation, why did the investigating officer not establish the “purpose” and “effect” of the “harassment” which I complained about within my grievance letter?

Bullying:

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When investigating your grievances for bullying and harassment, the employer needed to have taken into consideration the ‘cumulative effects’ of the bullying and harassment, which you have been subjected to. In this regard, I draw your attention to the case authority of Green v DB Group Services UK Ltd [2006] IRLR 764, whereas the High Court made the following observation:

“The question is whether his behaviour amounted to bullying within the ordinary meaning of that term. Bullying can take many forms. As I have already observed, and as was acknowledged by the claimant, the incidents upon which she relies when viewed individually are not of major significance. It is their cumulative effect that is of importance. His behaviour to her was domineering, disrespectful, dismissive, confrontatory, and designed to undermine and belittle her in the view of others. I am satisfied that such a course of conduct pursued over a considerable period amounted to bullying within the ordinary meaning of the term.”

Thus, if your employer has not asked you as part of the grievance investigation to outline each of the incidents of “bullying” or ‘harassment’ which you have been subjected to, then you can use this against them as follows:

• Why did you look at the incidents of bullying in isolation rather than the ‘cumulative effects’ of the bullying, which I complained about within my grievance letter?
• Why did you fail to connect the dots between each of the incidents of bullying, which I complained about within my grievance letter?
• How do you say the grievance investigation was not defective when the incidents of bullying were not looked at or investigated holistically?
• The consequences of undertaking a ‘defective grievance investigation’ were succinctly outlined in the case authorities of Deer v University of Oxford [2015] EWCA Civ 52 and Iwuchukwu v City Hospitals Sunderland NHS Foundation Trust [2019] EWCA Civ 498.

If you need help in putting your appeal letter together, and are finding the process daunting, then call us so we can help you. Amy & I will draft your appeal letter for you. Our number is 07775943414 or reach us at – myrightsuk@protonmail.com

Amy & I only charge £35 for an initial telephone consultation and £50 an hour thereafter. We can bring your appeal letter to the points of law, and outline the case law to support what you are saying within your appeal letter. If you are after a settlement and want to lever a settlement agreement to leave your employment, the only way you are going to reach a settlement is to bring your appeal letter to the points of law and back it up with case law.

Appealing Grievance Outcome Example 4 – Bullying and Harassment:

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In the grievance outcome letter the employer writes:

We have interviewed other employees’ who have not seen anything to substantiate your grievances that you have been bullied and harassed by Tom.

Your Rebuttal:

• You state that you have interviewed ‘other employees’. However, there was no legitimate reason to have interviewed other employees, not least as it is ‘my perception’ of the bullying and harassment which had to be taken into consideration in accordance with s.26(4) of The Equality Act 2010. Therefore, canvassing the opinions of other persons was not necessary, not least by reason that it is ‘my perception’ which had to be considered by the investigating officer. Therefore, I require to know the specific grounds and reasons why the investigating officer failed to undertake an ‘objective finding’ of ‘my ‘subjective feelings’ germane to the bullying and harassment, which I complained about within my grievance letter?
• How do you say the investigating officer could have established that bullying and harassment had not occurred, without having undertaken an ‘objective finding’ of my ‘subjective feelings’ of the bullying and harassment, which I had complained about?
• Do you agree the grievance investigation was defective given the aforementioned omissions? If you disagree, how do you say the omission to have undertaken an objective finding of my subjective feelings does not evidence a sham grievance investigation by the investigating officer?
• It is my position that the investigating officer was not a ‘competent person’ to have undertaken the investigation into my grievances for bullying and harassment given the most obvious omissions by the appointed investigating officer to have undertaken an objective finding of my subjective feelings germane to the bullying and harassment, which I complained about within my grievance letter.

In the examples above, what you are doing is pulling apart the investigator’s findings, to demonstrate his or her incompetence.

For the avoidance of doubt, it is ‘your perception’ of the bullying and harassment which MUST be taken into consideration, and only ‘your perception’ that matters. Put shortly, it is for each person to decide for themselves what is offensive or undignified to them.

Appealing Grievance Outcome Example 5 – Bullying and Harassment:

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The Employer Writes:

“I have concluded that there was not an effect of violating your dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment. Had there been, it is my view, that you would have reported the incidents at the material times.”

Your Rebuttal:

For the avoidance of doubt, in all cases of harassment, it is up to the complainant to determine what is offensive to them. It is NOT for the investigating officer to determine what I found offensive to me, is it?

• How do you say you were able “to conclude that there was not an effect of violating my dignity” when you have failed to ask me the injury caused to my feelings as the complainant?
• How were you able to come to this “conclusion” given the fact you never asked me this question as part of the grievance investigation?
• What specific evidence did you rely on in investigating my grievances to have reached a ‘conclusion’ that my dignity was not violated?
• Do you agree that you could not have “concluded” what I felt, given the fact you never even bothered to ask me as part of the grievance investigation what I felt and/or what I perceived as the complainant? If you disagree, please state how you reached your “conclusions” without having undertaken an objective finding of my subjective feelings?
• You allege I would have “reported the incidents at the material times”. This position is wholly misconceived. It is a known fact that the victim of bullying is very often reluctant to report the bully. Notwithstanding, I genuinely believed that the incidents of bullying to which I was subject by Jodie would become more frequent and persistent if I had reported her. Therefore, I was profoundly concerned that Jody would victimise me in the event I did report her.
• Consequentially, I am requesting that a new investigation is instigated, due to your suppositions, which were not based on any [facts], but rather your own ‘beliefs’ which ‘beliefs’ were in any event erroneous and misconceived.
• I am raising the aforementioned matter as a new grievance.

The above grievance appeal examples are what you should be looking to do when appealing the grievance outcome letter which your employer has sent to you.

Conclusions:

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As stated above, Amy & I can actually write your appeal letter for you and bring your appeal letter to the points of law to make your appeal letter have more punch.

When appealing the grievance outcome letter you have to outline within your appeal letter how the grievance investigation was defective, and furthermore, evidence how the appointed investigating officer was not a competent person to have undertaken the grievance investigation.

We charge £35 for an initial telephone consultation up to one hour. During the telephone consultation, we can walk you through the strengths and weaknesses of your case, and help you identify the strongest areas for your grounds of appeal.

We can also beef up your appeal letter with case law to give it extra punch. As such, if you really want to sock it to your employer and give them both barrels, well, you have come to the right place. Don’t be a lap dog, be a Rottweiler!

Call us 07775943414 (9-5) UK time (we work 7 days per week) or email us at – myrightsuk@protonmail.com

As a husband and wife team, Amy & I can provide you with the level of support to assist you in appealing the grievance outcome, in what we know is a very stressful time. Chances are, you are left feeling aggrieved having waited months for the grievance outcome, only to receive some drivel written by an incompetent investigating officer who has not even bothered to have established the ‘facts’.

Amy & I know the anger, frustration, and sleepless nights, which you have suffered, because we too went through the grievance process with our own former employers, and eventually took them to the Employment Tribunal in order to get ‘justice’.

It is only by going through the grievance process that you will have realised that your employer has mistakenly played you for a fool. The HR Department have colluded with management and swept their torts under the corporate carpet to mitigate your employer’s liability. This is where we can help you to turn the tables on your employer, and kick their arses for you. Remember, the pen is mightier than the sword!

We can also help you with each of the following topics:

• grievance letter for bullying and harassment
• toxic working environment
• grievance letter against a coworker
• constructive unfair dismissal
• work-related stress
• stress at work employee rights UK
• grievance for work-related stress
• Sickness absence meeting
• what not to say to occupational health
• resignation letter
• raise a grievance at work.
• unfair treatment at work
• performance improvement plan
• how to beat a disciplinary hearing
• disciplinary workplace investigation.
• suspended from work
• blow the whistle
• victimisation at work UK
• workplace investigation
• reasonable adjustments equality act 2010.
• pregnancy and maternity discrimination
• sexual harassment in the workplace.
• disability discrimination
• what not to say at a grievance meeting

Visit our testimonials page.

Reach out to Sam & Amy at: myrightsuk@protonmail.com 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.