How should employers handle a grievance?
Employers should try to resolve concerns informally where appropriate. If a formal written grievance is raised, the Acas Code expects a meeting without unreasonable delay, the right to be accompanied, any necessary investigation, a written decision without unreasonable delay, and an appeal heard impartially by a manager not previously involved where possible.
Informal first, formal when needed
Acas says it is usually a good idea for an employee to raise a problem informally first, and that the employer should respond even then. An employee can go straight to a formal grievance if informal steps have not worked, they do not want it handled informally, or the issue is very serious, such as sexual harassment or whistleblowing.
Mediation can be used at any stage if both sides agree.
What the Acas Code requires
- The employee raises the grievance in writing with a manager who is not the subject of it
- The employer arranges a formal meeting without unreasonable delay and lets the employee explain the grievance and how they think it should be resolved
- The meeting can be adjourned for any necessary investigation
- The decision, and any action the employer intends to take, is confirmed in writing without unreasonable delay, with the right to appeal
- Any appeal is dealt with impartially and the outcome confirmed in writing
Being accompanied
Workers have a statutory right to be accompanied at a grievance meeting about a duty the employer owes them, such as honouring the contract or complying with legislation, and at any appeal. The companion can be a fellow worker, a trade union official or a certified trade union representative.
Overlaps and tribunal risk
If a grievance is raised during a disciplinary process, the Code says the disciplinary process may be paused, or related issues dealt with together. Tribunals take the Code into account and can adjust awards by up to 25 per cent for unreasonable failure to follow it.
From 30 October 2026 employers must take all reasonable steps to prevent sexual harassment, so grievances raising harassment need careful handling. Acas consulted on a draft updated Code in 2026; the 2015 Code remains in force.
The law
“is required or invited by his employer to attend a disciplinary or grievance hearing…”
Sources
- Code of Practice on disciplinary and grievance procedures · Acas
- Step 1: Understanding the options - Formal grievance procedure · Acas
- Acas consultation: draft Code of Practice on disciplinary and grievance procedures · Acas
- Plan to Make Work Pay and Employment Rights Act: timeline update · GOV.UK
General information for employers in Great Britain, not legal advice. Check the official sources for your situation.
- Employment tribunal time limit increased from 3 to 6 months
- Duty to take all reasonable steps to prevent sexual harassment, and third-party harassment protections, take effect
Future dates are expected dates and depend on Parliament.
What employers can do
- Publish a written grievance procedure that meets the Acas Code
- Acknowledge grievances promptly and invite the employee to a meeting
- Confirm the right to be accompanied in the invitation
- Investigate where needed before deciding
- Send a written outcome explaining any action and the right of appeal
- Keep records and treat information confidentially
Recent tribunal decisions on this topic
Tribunal tracker- Cell Therapy Catapult Ltd Breach of contractPublic interest disclosureRight to be accompanied Read the decision on GOV.UK
Being listed does not mean a claim succeeded. Read the decision for the outcome; decisions can be reconsidered or appealed. If a listing concerns you, or a decision has since been anonymised or removed, tell us and we will review it and remove it where appropriate.
Related answers
- What is a fair disciplinary procedure? In Great Britain, a fair disciplinary procedure follows the Acas Code of Practice: investigate to establish the facts, tell the employee about the problem in writing, hold a meeting where they can respond, allow them to be accompanied, decide and confirm the outcome in writing, and offer an appeal.
- What does the duty to take all reasonable steps to prevent sexual harassment mean for employers? From 30 October 2026, employers in Great Britain must take all reasonable steps, not just reasonable steps, to prevent sexual harassment of their employees. The same date brings a new duty not to permit harassment of employees by third parties such as customers. What counts as reasonable depends on the employer's size, sector, working environment and resources.
- What protection do whistleblowers have? In Great Britain, workers who make a protected disclosure are protected from detriment from the start of employment, and employees dismissed mainly for whistleblowing are automatically unfairly dismissed, with no qualifying period and uncapped compensation. Since 6 April 2026, disclosures about sexual harassment can qualify. Contract terms that try to stop protected disclosures are void.