How does a grievance procedure work?
The formal route for raising a concern about your employment with your employer — and although the procedure itself is not directly enforceable, following it matters because failing to can reduce compensation in any later tribunal claim.
The framework. The ACAS Code of Practice on disciplinary and grievance procedures sets the standard. It is not law, but tribunals must take it into account, and an unreasonable failure to follow it can result in compensation being adjusted by up to 25% — in either direction, so an employer who ignores it may pay more and an employee who does may receive less.
The stages the Code expects:
Raise it informally first where appropriate. Many matters resolve at this stage, and tribunals expect an attempt.
A written grievance, setting out the concern clearly. Be specific about facts, dates and what resolution you are seeking — a vague grievance produces a vague investigation.
A meeting, held without unreasonable delay, at which you explain your case.
The statutory right to be accompanied by a trade union representative or a colleague.
An investigation, proportionate to the matter.
A decision in writing, with reasons.
The right to appeal, heard where possible by someone not previously involved.
What to know practically:
Put it in writing, even after a conversation, so there is a record of what was raised and when.
Keep your own copies of everything, since access to systems can end abruptly.
Raising a grievance does not pause tribunal time limits. This is the most costly misunderstanding: the three-month clock continues running while the grievance and appeal proceed, and people lose claims waiting for an internal outcome.
A grievance about discrimination or whistleblowing engages specific legal protections, and how it is framed matters.
Detriment for raising a grievance in good faith may itself be unlawful, particularly where it concerns discrimination or a protected disclosure.
Collective grievances can be raised by a group.
Where the grievance concerns your manager, it should be heard by someone else, and the Code expects impartiality.
If the outcome is unsatisfactory, the options are appeal, ACAS conciliation, or a tribunal claim within the time limit.
General information, not legal advice.