What Happens After You Raise a Grievance at Work?

Raising a grievance at work can feel like a big step.

You may feel relieved that you have finally put your concerns in writing. You may also feel anxious about what happens next. Will there be a meeting? Who will read your grievance? Will your manager be told? Will the employer investigate? Could the situation become worse?

These are normal questions.

A grievance process is designed to give employees a formal way to raise concerns at work. It should give the employer an opportunity to understand the issue, consider what has happened, and decide what action may be needed.

This guide explains what usually happens after you raise a grievance, what to expect from the process, and where mediation or early resolution may still help.

Your employer should acknowledge the grievance

Once you have raised a formal grievance, your employer should usually acknowledge it.

This may be done by email or letter. The response may confirm:

• that your grievance has been received;

• who will deal with it;

• whether an investigation is needed;

• whether a grievance meeting will be arranged;

• who you can contact with questions;

• and what the next steps are likely to be.

The exact process will depend on your employer’s grievance policy. You should be able to ask for a copy if you do not already have one.

If you have not received any response after a reasonable period, you may want to follow up politely and ask when you can expect to hear about the next steps.

The employer may need to investigate

Many grievances require some form of investigation.

The employer may need to look at documents, emails, messages, meeting notes, policies, rotas, performance records or other relevant information. They may also need to speak to people who were involved or who witnessed relevant events.

The purpose of an investigation is to help the employer understand what happened before reaching an outcome.

Not every grievance needs a long investigation. Some issues are straightforward. Others are more complex, especially where there are serious allegations, several people involved, or a long history of workplace conflict.

If you have evidence that supports your grievance, you should usually provide it as clearly as possible. This might include dates, examples, emails, messages, notes of conversations or names of people who may have relevant information.

You may be invited to a grievance meeting

In most formal grievance processes, you will be invited to a grievance meeting.

This is sometimes called a grievance hearing. The purpose is to give you an opportunity to explain your concerns, provide any additional information, answer questions, and say what outcome you are seeking.

The meeting should normally be arranged without unreasonable delay. You should also be given enough time to prepare.

Before the meeting, you may want to:

• read your grievance again;

• review your employer’s grievance policy;

• organise any evidence;

• write down the key points you want to make;

• think about the outcome you are asking for;

• and consider whether you want someone to accompany you.

Try to keep your points clear and focused. It is understandable to feel emotional, but a structured explanation will help the person hearing the grievance understand your concerns.

You may have the right to be accompanied

In many formal grievance meetings, employees have the right to be accompanied by a work colleague or trade union representative. Some employers may allow other companions under their own policies, but this will depend on the workplace rules.

A companion may be able to support you, take notes, help you stay focused, and speak on your behalf in certain ways. However, they usually cannot answer questions for you.

If you want to be accompanied, check your workplace policy and let your employer know in advance.

If you are not sure whether the meeting is formal or informal, ask for clarification.

The employer may speak to other people

If your grievance involves another person, such as a manager or colleague, the employer may need to speak to them.

This can feel uncomfortable. However, if the employer is expected to reach a fair outcome, they may need to hear from the people involved.

You can ask your employer how confidentiality will be handled. Grievance processes should be treated carefully, but it may not be possible to keep everything completely confidential if the employer needs to investigate.

For example, if you complain about a colleague’s behaviour, that colleague may need to understand the concern so they can respond.

This is one reason why it is important to be factual and clear when raising a grievance.

The employer should consider the evidence fairly

After the grievance meeting and any investigation, the employer should consider the information before reaching a decision.

They may consider:

• your written grievance;

• what you said at the meeting;

• documents or records;

• witness evidence;

• workplace policies;

• the response of anyone complained about;

• and whether similar issues have been handled consistently in the past.

A fair process does not always mean the outcome will be the one you want. It means the employer should take the complaint seriously, follow a reasonable process, and explain the decision.

You should receive an outcome

Once the employer has considered the grievance, they should usually provide an outcome in writing.

The outcome may say whether your grievance is upheld, partly upheld, or not upheld. It may also explain what action, if any, the employer intends to take.

Possible outcomes might include:

• an apology;

• a change in working arrangements;

• management guidance;

• training;

• a review of workload or communication;

• mediation;

• further investigation;

• disciplinary action;

• or no further action.

Sometimes the employer may not be able to tell you every detail of action taken, especially if it involves another employee. However, you should normally be given enough information to understand how your grievance has been handled.

What if you disagree with the outcome?

If you disagree with the grievance outcome, you may have the right to appeal.

Your employer’s grievance policy should explain how to appeal, who to send the appeal to, and any deadline.

An appeal may be appropriate if:

• you believe the employer misunderstood your grievance;

• relevant evidence was not considered;

• the process was unfair;

• the outcome does not address the issue;

• new information has come to light;

• or the proposed action is not sufficient.

When appealing, try to explain clearly why you disagree. It is usually more helpful to identify specific concerns than simply say you are unhappy with the outcome.

For example:

“I do not believe the evidence from [date] was considered.”

Or:

“I do not feel the outcome addresses the ongoing communication issue with my manager.”

Or:

“I am concerned that the grievance did not consider the impact on my role and wellbeing.”

Can mediation still help after a grievance?

Yes, mediation may still help after a grievance in some situations.

A grievance process may produce an outcome, but it does not always repair the working relationship. If the people involved need to keep working together, there may still be tension, mistrust or anxiety.

Mediation may help after a grievance where:

• the formal process has finished;

• people need to rebuild communication;

• a manager and employee need to agree how to work together;

• colleagues need to reset expectations;

• there has been a partial resolution but the relationship remains strained;

• or the outcome recommends a facilitated conversation.

Mediation can help people move from “what happened?” to “how do we work together from here?”

However, mediation should not be used to avoid a necessary investigation or to pressure someone into accepting an outcome they believe is unfair. It should only be used where it is safe, voluntary and appropriate.

What if the grievance makes the relationship worse?

Sometimes a grievance process can increase tension, even where it is necessary.

The person complained about may feel defensive. The employee raising the grievance may feel exposed. The wider team may become aware that something is happening, even if they do not know the details.

If this happens, it is worth asking what support is available.

This might include:

• HR check-ins;

• temporary adjustments;

• management support;

• clear communication expectations;

• conflict coaching;

• mediation;

• or a return-to-work or relationship-reset meeting.

A grievance outcome should not be the end of support if the working relationship still needs attention.

What if you feel ignored or victimised after raising a grievance?

If you feel you are being treated badly because you raised a grievance, this should be taken seriously.

You may want to keep a clear record of what happens, including dates, comments, decisions, changes in treatment, emails, meeting notes and witnesses.

Depending on the situation, you may need to raise further concerns, speak to HR, contact a trade union representative, speak to Acas, or seek legal advice.

If the issue involves discrimination, whistleblowing, victimisation or a risk to your employment, it is particularly important to get advice promptly.

Should you get legal advice?

You may want to seek legal advice if the grievance involves:

• discrimination;

• harassment;

• victimisation;

• whistleblowing;

• dismissal or threatened dismissal;

• settlement discussions;

• contractual issues;

• unpaid wages;

• serious allegations;

• or a possible employment tribunal claim.

Mediation and internal processes can be useful, but they do not replace legal advice where legal rights are involved.

In some cases, legal advice, HR process and mediation can all have a role. The key is understanding which route is needed for which part of the problem.

Final thought

After you raise a grievance at work, your employer should respond, consider what process is needed, arrange a meeting where appropriate, investigate fairly, and provide an outcome. If you disagree with the outcome, you may be able to appeal.

A grievance can be an important way to raise serious or unresolved concerns. However, it does not always repair relationships on its own.

Where the issue involves communication, trust, behaviour or a strained working relationship, mediation may still help before, during or after the grievance process. Where the issue is serious, unsafe, discriminatory or requires formal investigation, the grievance process or legal advice may be the more appropriate route.

The Mediation Agency supports employees, HR teams and organisations with workplace mediation, conflict coaching and early resolution services. If a workplace grievance has left relationships strained, a confidential initial conversation can help you consider whether mediation may be suitable as a next step.