Grievance Procedure (Acas)
The Acas Grievance Policy template outlines a clear process for employees to raise and resolve workplace complaints, starting with informal discussion and progressing to a formal written grievance if needed. It ensures fairness and transparency by setting timelines for meetings, allowing representation, and providing a structured appeals process.
Grievance Procedure (Example)
Dealing with grievances informally
If you have a grievance or complaint about your work or someone you work with you should start by speaking with your manager wherever possible. You may be able to agree a solution informally between you.
Formal grievance
If the matter is serious or you wish to raise it formally you should put the grievance in writing to your manager. You should keep to the facts and avoid language that is insulting or abusive.
If your grievance is against your manager and you feel unable to approach them, you should raise it with [person or department].
Grievance hearing
Your manager will call you to a meeting, usually within 5 working days, to discuss your grievance. You have the right to be accompanied by a colleague or trade union representative.
After the meeting your manager will give you a decision in writing, usually within 24 hours.
If the manager needs more information before making a decision, they will inform you of this and the timescale.
Appeal
If you are unhappy with the decision on your grievance you can raise an appeal. You should tell your manager.
You will be invited to an appeal meeting, normally within 5 working days, with a more senior manager / the owner. You have the right to be accompanied by a colleague or trade union representative.
After the meeting the manager / owner will give you a decision, usually within 24 hours. The manager's / owner's decision is final.
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This version is drafted for England & Wales. Scotland and Northern Ireland differ on some points — for example notice periods and tribunal procedure. Tell GitLaw where you hire and it adjusts the draft.
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