Grievance Letter Example / Grievance Sample Complaint Letter:

Are you looking for a free grievance letter example or grievance letter sample on how to write a grievance letter on bullying and harassment in the workplace?

Read on:

My wife Amy & I both took our own employers to the Employment Tribunal for bullying and victimisation in the workplace, sex and disability discrimination, and harassment.

We built this website to help you get both the information and the support, which you need in order to know how to write a grievance complaint letter on bullying and harassment, discrimination or victimisation.

We cannot understate the importance of the grievance letter, which you send to your employer’s Human Resources Department.

Although the grievance procedures are not a quasi-judicial procedure, it would be prudent to make sure the grievance letter you lodge to your employer’s HR Department outlines the breaches of any statutory Acts or Regulations, which you believe your employer has acted (or is acting) in contravention of.

Word of Caution:

  • Do NOT use AI to generate your grievance letter. See why by clicking here.
  • For the avoidance of doubt, there are many free AI detectors online, which can be used quickly to detect whether a grievance letter has been AI-generated.
  • The Employment Tribunal Service is receiving an uptick in AI generated grievance letters, which are frowned upon.
  • Notwithstanding, AI can cite case laws which do not exist, apply legislation from other jurisdictions, or outline legal principles that have absolutely no bearing on your particular circumstances.

Burden of Proof:

In the event you have to bring a claim in The Employment Tribunal, the ‘burden of proof’ is on YOU as the employee, to establish within your grievance letter that harassment / discrimination / victimisation has occurred.

According to practical proposition (2) of the 13 practical propositions outlined in the authority of Igen v Wong an employee whom fails to shift the burden of proof will fail –

“If the claimant does not prove such facts he or she will fail”.

However, as of August 2017, the decision in the authority of Efobi v Royal Mail Group Ltd EAT (10 Aug 2017) makes it even more important for employer’s who investigates grievances for harassment & discrimination to act with ‘due diligence‘ –

“If a respondent chooses, without explanation, not to adduce evidence about matters which are within its own knowledge, it runs the risk that an ET will draw inferences, in deciding whether or not section 136(2) has been satisfied, which are adverse to it on the relevant areas of the case. Those inferences will then be part of the ‘facts’ for the purposes of section 136(2).” [para 86].

This is why it is incumbent upon you to outline within your grievance complaint letter both [facts] and [information] from which your employer can ‘adduce’ and ‘draw inference conclusions’ that on the balance of probabilities, you have been subjected to harassment, discrimination or victimisation etc,.

For the avoidance of doubt, when writing your grievance letter for bullying and victimisation in the workplace, or bullying and harassment, or sex discrimination, the burden of proof is NOT on your employer to prove that you have not been subjected to harassment, discrimination or workplace victimisation, the ‘burden of proof’ is on YOU!

Thus, an employee who enters the grievance procedure who fails to shift the ‘burden of proof’ upon their employer will very likely be undermining their own position, and potentially, credibility.

Notwithstanding, a poorly written grievance letter will provide your employer, its HR Department, and your employer’s Legal Department every opportunity to trash what you have written within your grievance letter. This is why Amy & I have created a grievance letter template for only £12 to assist you in writing a better letter of grievance for bullying, harassment, discrimination and work-related stress.

Moreover, you could also find yourself being dealt with in a heavy handed manner. Amy & I have seen this time and time again where the HR Department twists what you have written in your letter of grievance whereas the blame is then squarely placed at you feet rather than the person who is bullying and harassing you or subjecting you to bullying and victimisation in the workplace.

Put shortly, when Amy & I lodged our grievance complaint letters to our employers, we outlined the following [facts and information] within our letters of grievance to the employer –

  • The relevant Acts and Regulations, which our employers had acted in contravention of
  • The specific date/s; place/s and time/s the incidents of harassment, discrimination, and victimisation had occurred
  • The employer’s respective acts and omissions to act to ensure ‘a safe system of work’
  • The employer’s breaches of its statutory ‘duty of care’ for our health, safety and welfare at work, as employees with disabilities
  • The employer’s vicarious liability for failing to take reasonable steps to prevent the harassment, which was being inflicted upon our person.
  • The witnesses
  • How our employer was in breach of our contracts of employment
  • How our employer had breached the implied term of mutual trust and confidence
  • The contraventions of statutory duties germane to UK employment law/s
  • The breaches of our employer’s own policies and procedures, and how our employer had failed to follow its own policies and procedures.
  • Employment case law to support our grievances within our grievance complaint letters.

Please use this web site to help you write a better letter of grievance to your employer. Please take the time to educate yourself on your employment rights UK so that you are better placed and more empowered when attending:

Remember, you don’t have to be alone in going through your employment dispute with your employer. We took our own employers to the Employment Tribunal and know what you are going through. If you feel you need assistance writing your grievance letter Amy & I can write your grievance letter for you.

We only charge £35 for an initial telephone consultation up to one hour. During the initial consultation, we can talk through your employment situation, provide guidance, and support you from beginning to end.

Amy & I can assist you in avoiding the pitfalls that employees often make and help you understand the psychology behind the grievance process so that you get the upper hand. Remember, you only get one chance to get this right, so make sure you do just that!

Go on, don’t hesitate, pick up the phone and call us 07775943414 (9-5 UK) or email us at: myrightsuk@protonmail.com

Over the past 15 years Amy & I helped thousands of clients. Read our testimonials page.

Amy & I can write you a custom grievance letter for any of the following employment issues:

Reach out to us on 07775943414 (9-5 UK) or email us – myrightsuk@protonmail.com

We work 7 days a week because we know your employment problems don’t just end on a Friday afternoon!

Please remember that the very reason this website exists is because we have already gone through what you are now experiencing. This is what drives our sense of justice. Having gone through the grievance process ourselves, and having taken our claims to the Employment Tribunal, Amy & I know all too well the stress and anxiety, which you now feel, because we have already trodden the path, which you now tread.