Grievance Procedure (Non-Unionised Organisation) Template for UK Businesses
A grievance procedure provides employees with a formal channel to raise complaints or concerns about their employment. Like the disciplinary procedure, the ACAS Code of Practice on Disciplinary and Grievance Procedures applies, and employment tribunals must consider whether it was followed. A well-drafted grievance procedure helps resolve workplace disputes early, before they escalate into tribunal claims. This template is designed for non-unionised workplaces where individual grievance handling is the norm.
Who Needs This Policy?
All UK employers need a grievance procedure. Under section 1 of the Employment Rights Act 1996, employers must include details of any grievance procedure in the written statement of employment particulars provided to employees on or before their first day of work. The ACAS Code of Practice applies to all employers, and not having a procedure — or failing to follow one — can lead to a 25% uplift in any tribunal award.
What's Covered
This grievance procedure (non-unionised organisation) template covers 14 key sections:
Purpose
[your details] wants every employee to feel able to raise concerns about their employment, working conditions, or treatm...
Scope
This procedure applies to all employees of [your details]. It covers concerns about: - Terms and conditions of employme...
Informal Resolution
[your details] encourages employees to try to resolve grievances informally before using the formal procedure. Many work...
Formal Grievance Procedure -- Step 1: Raising the Grievance in Writing
To raise a formal grievance, you should write to [your details] setting out: - The nature of your grievance, with speci...
Formal Grievance Procedure -- Step 2: Investigation and Grievance Meeting
[your details] will investigate the issues raised in your grievance. This may involve speaking to witnesses, reviewing d...
Formal Grievance Procedure -- Step 3: Decision
After the grievance meeting and any further investigation, [your details] will write to you with the decision within [yo...
Formal Grievance Procedure -- Step 4: Appeal
If you are not satisfied with the outcome, you may appeal in writing to [your details] within [your details] working day...
Grievance During Disciplinary Proceedings
If you raise a grievance during a disciplinary process, [your details] will consider whether the grievance is related to...
Mediation
At any stage of this procedure, [your details] may offer mediation as an alternative way to resolve the grievance. Media...
Protection from Detriment
[your details] will not tolerate victimisation of any employee for raising a genuine grievance. Anyone who raises a conc...
Roles and Responsibilities
are responsible for: - Raising concerns promptly, initially informally where appropriate - Setting out grievances clear...
Confidentiality and Record-Keeping
All parties involved in a grievance are expected to maintain confidentiality. Information will be shared only with those...
Related Policies
This procedure should be read alongside: - Disciplinary Procedure - Anti-Harassment and Bullying Policy - Whistleblowin...
Review
This procedure will be reviewed annually, or sooner if there are changes to the ACAS Code of Practice or relevant legisl...
Legal Framework
This policy template is grounded in the following UK legislation and guidance:
How Complaiance Helps
Our grievance procedure (non-unionised organisation) goes beyond a generic template:
- Structured around the ACAS Code of Practice to ensure tribunal compliance
- Clear escalation process from informal resolution to formal hearing and appeal
- Guidance on handling grievances raised during disciplinary proceedings (the 'overlapping procedures' issue)
- Template investigation framework suitable for managers without HR training
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Get Started FreeFrequently Asked Questions
What is the difference between a grievance and a complaint?
In employment law, a grievance is a formal complaint by an employee about their employment — this includes concerns about pay, working conditions, relationships with colleagues, discrimination, or how they have been treated. An informal complaint becomes a grievance when the employee invokes the formal grievance procedure. The distinction matters because the ACAS Code of Practice applies to formal grievances and tribunals may adjust awards based on whether the procedure was followed.
Can an employee raise a grievance after being dismissed?
Yes. Employees can raise a grievance at any time, including after dismissal. The ACAS Code of Practice states that if a grievance is raised during a disciplinary process, the employer should consider whether to suspend the disciplinary to deal with the grievance first. Post-dismissal grievances should still be investigated, and failure to do so may be relevant in any subsequent tribunal claim.
What happens if an employer ignores a grievance?
Ignoring a grievance can lead to several legal consequences: the employee may resign and claim constructive unfair dismissal under section 95(1)(c) of the Employment Rights Act 1996; any tribunal claim could attract a 25% uplift for failure to follow the ACAS Code; and the employer loses the opportunity to resolve the issue internally before it becomes a formal legal dispute.