Rung 2 · Put it on the record
The formal grievance
6 min read · Reviewed 22 June 2026
If raising a concern informally does not resolve it, a formal grievance is the next step. This page explains what a grievance is, why following the ACAS Code can affect compensation, and the single most important thing to watch: a grievance does not pause your tribunal deadline.
What a formal grievance is
A grievance is a formal, written complaint to your employer about a problem at work. Most employers have a grievance procedure in their handbook or contract. Typically you set out your complaint in writing, attend a meeting to discuss it, receive a written outcome, and have a right to appeal if you are not satisfied.
Why following the ACAS Code matters
The ACAS Code of Practice on Disciplinary and Grievance Procedures sets the standard both sides are expected to follow. It matters in money terms: if a claim later succeeds, a tribunal can increase your compensation by up to 25 per cent where the employer unreasonably failed to follow the Code — and can reduce it by up to 25 per cent where you unreasonably failed to follow it. Raising a proper grievance protects your position.
How to write one
- Head it clearly as a 'formal grievance' so there is no doubt what it is.
- Set out the facts in order: what happened, when, who was involved.
- Name what you say it is — for example discrimination because of a protected characteristic, or victimisation for an earlier complaint.
- Say what outcome you want.
- Date it, keep a copy, and use the appeal if the outcome does not resolve it.
The deadline trap — do not wait for the grievance to finish
This is where strong claims are lost. The tribunal time limit — three months less a day — keeps running throughout the grievance and any appeal. Waiting for the process to conclude before thinking about a claim can take you straight past your deadline. Run the grievance and protect your deadline at the same time: note your time limit, and start ACAS Early Conciliation in good time even if the grievance is unresolved.
In plain terms
A grievance is not a substitute for a claim and it does not stop the clock. Treat the two as running in parallel.
Where this comes from
- ACAS Code of Practice on Disciplinary and Grievance Procedures — the expected standard for grievances
- Trade Union and Labour Relations (Consolidation) Act 1992, s.207A — the up-to-25% adjustment for unreasonable failure to follow the Code
- Equality Act 2010, s.123 — the time limit, which the grievance does not pause
Your next step
Before any claim, the required step — ACAS Early Conciliation.
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