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

• 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

Word of Caution:

• Do NOT use AI to generate your grievance letter.

We  can write you a custom grievance letter or have a telephone consultation with you if you need help with any of the following matters:

• 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 us at: myrightsuk@protonmail.com or call during working hours 9-5 on 07775943414.

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

Although the grievance procedure is not a quasi-judicial procedure, it would be prudent to make sure the grievance letter which you lodge, outlines a prima facie case against your employer, and where possible, including the law. This will potentially assist ACAS in providing pre-claim conciliation to obviate the litigative route via the Employment Tribunal.

In the event you refer to an Employment Tribunal, the employee [must] establish a [balance of probabilities] case against the employer. This places the [burden of proof] upon your employer to prove otherwise.

An employee who enters the grievance procedure, who fails to place the [burden of proof] upon their employer, will very likely find themselves being dealt with in a heavy handed manner. Your employer will simply allege that you were acting in bad faith, and that your grievances were without  substance or merit, viz: that what you have alleged, did not, on the balance of probabilities, occur.

Therefore, it is imperative to outline your employer’s [breaches] specific to its:

• relevant failures
• acts and omissions
• breaches of duties of care
• vicarious liability
• torts
• breach of contract
• breach of mutual trust and confidence
• contraventions of ‘statutory duties’ germane to UK employment law/s.

If you need help writing a grievance letter to send to your employer, then contact us – myrightsuk@protonmail.com or 07775943414 (9-5)

If you have written your own grievance letter, and would like a second opinion on what you have written, then send your letter of grievance to us – myrightsuk@protonmail.com

If you would like us to simply beef up your grievance letter, and or make suggestions on what changes you may want to consider making to your own grievance letter, then send it to us – myrightsuk@protonmail.com

Amy & I charge £35 (up to one hour) for an initial telephone consultation, which can be paid via credit or debit card via PayPal, and £50 an hour thereafter. See Testimonials.

Disclaimer: All letters sent to Sam Stone are held in the strictest of confidence, and are not shared with any third parties. In addition, any copies of your grievance letter are destroyed within forty-eight hours of return receipt. The author of this web site and sub-domains accepts no liability arising from the use of, or any part of, or reliance on the information contained within this web site, and its respective pages or downloads or opinions, either expressed or implied. The content of this site is not intended to be legal advice, and you should not rely upon it in any respect to any specific situation you may be facing.