I Have a Problem at Work, Should I Raise a Grievance and What Should I Record
A grievance is a formal way of raising a workplace problem with your employer.
A grievance is a formal way of raising a workplace problem with your employer.
It can be appropriate for concerns about treatment, contractual issues, discrimination, working relationships or how a workplace decision has affected you.
But a grievance is not the right container for every problem. Whistleblowing, safeguarding or immediate safety concerns can require different routes.
Before writing, decide what problem you want the employer to address
A grievance is easier to understand when it identifies the issue rather than becoming a complete history of every workplace frustration.
Set out the important events, relevant dates, people involved and why you believe the situation is a problem.
If there are several distinct issues, for example discrimination and a separate whistleblowing disclosure, make that clear.
What should I record?
Keep a proportionate chronology containing:
dates and key events;
what was said or decided;
relevant emails or messages;
meetings and who attended;
policies or procedures involved;
any complaint you made;
the employer’s response; and
what outcome followed.
Where the issue affects your health or ability to work, record that accurately without trying to diagnose legal causation yourself.
Evidence is not about collecting everything
Hundreds of screenshots can make the important facts harder to see.
Keep material that genuinely relates to the issue.
Do not access files you are not authorised to see, secretly remove confidential company information or assume a workplace dispute gives you unrestricted rights to copy data. If you are unsure, seek advice.
Be clear about what outcome you are seeking
You might want behaviour to stop, a decision reviewed, an adjustment considered, an investigation carried out or an explanation provided.
A realistic requested outcome helps the employer understand what resolution could look like.
You do not need to calculate tribunal compensation or threaten litigation in order to raise a serious grievance.
Whistleblowing may need to be identified separately
Acas says it is usually not good practice to make a qualifying disclosure only through a grievance because grievance procedures are not designed for whistleblowing and confidentiality can be affected.
However, a grievance can contain a qualifying disclosure.
If yours does, say that it includes a whistleblowing disclosure and identify the wrongdoing you are raising.
Do not forget the appeal
If you believe the grievance outcome is wrong or important evidence was not considered, check the employer’s appeal process.
Explain the grounds of appeal rather than simply repeating the original grievance word for word.
An appeal can be useful internally, but it does not stop an Employment Tribunal time limit from running.
Time limits exist independently of the grievance
This point is easy to miss.
Acas states that grievance, disciplinary and appeal procedures do not change tribunal time limits.
As at 6 September 2026, most claims still have a 3-month-minus-1-day limit. From 1 October 2026, most claims move to 6 months minus 1 day where the time limit starts on or after that date.
If you think discrimination, whistleblowing, dismissal or another tribunal claim may be involved, check the limitation position early.
Use support for the process, not only the outcome
Writing a grievance about bullying, discrimination or retaliation can mean repeatedly revisiting upsetting events.
Break the task into stages: chronology, key documents, the issue, desired outcome and final review.
Employment advice can help with rights and procedure. Mental-health support can help with the emotional effect of living through the dispute. Neither makes the other unnecessary.
Last reviewed
6 September 2026
Important informationThis guide provides general information only and does not constitute legal, medical or other professional advice. Employment rights depend on individual circumstances and the law can change. If you are concerned about your legal position, check current information and consider advice from Acas, a trade union, Protect or an appropriately qualified employment-law professional.