Written grievance



The first step in any individual claim is normally to set out the nature of that claim in a written grievance and to give it to the employer. Although the Acas Code does not limit what should be included in a grievance, it is a good idea for the member to:


• set out the brief facts;


• if the grievance is about verbal remarks, for example, racist language, set out the language used as accurately as possible, so that there is a clear, consistent record and explain briefly and clearly how the language made them feel; and



• explain what they would like done about it. 



Tribunals can cut compensation by up to 25% for unreasonable non-compliance with the Acas Code, which requires an employee to raise issues promptly and to “let the employer know the nature of the grievance”. Non-compliance can also result in an order to pay the employer’s costs, on the basis that it represents a missed opportunity to resolve the issue without litigation (Topic v Hollyland Pitta Bakery [2012] UKEAT 0523/11/1903). 



For more guidance on preparing grievances see the LRD booklet, Disciplinary and grievance procedures— a practical guide for union reps, 2015
 (www.lrdpublications.org.uk/publications.php?pub=BK&iss=1790)