Who it is for
Managers responding to a written grievance.
What it covers
- Acknowledging the grievance and the date it was raised.
- Meeting details, and who will chair.
- The right to be accompanied and the postponement rule.
- What happens at the meeting, and that further investigation may follow.
- Adjustments so the employee can take part fully.
- A note for managers on grievances that may also be whistleblowing.
The law it reflects
Checked against the law in Great Britain (England, Wales and Scotland) as at 19 October 2026.
- The Acas Code expects you to arrange a grievance meeting without unreasonable delay.
- The statutory right to be accompanied by a work colleague, a trade union official or a certified trade union representative, and to move the meeting by up to five working days if the companion cannot attend (Employment Relations Act 1999, s.10).
- Since 6 April 2026, reporting sexual harassment can be a protected disclosure (whistleblowing) under the Employment Rights Act 1996, s.43B(1)(da). The person raising it, and anyone who supports them, is protected from detriment.
- Raising a grievance does not pause the tribunal clock. Most employment tribunal claims about something that happened on or after 1 October 2026 must be started within six months (it was three), after Acas early conciliation.
Before you use it
It is a starting point, not legal advice. Fill in the placeholders, set your own timescales, and check it fits how your organisation actually works. Take advice if a case is complex, could involve discrimination, or may end up at a tribunal. Northern Ireland has different rules in several areas.
Need more? See the Grievance Process Pack. 15 documents: policy, leaders' guidance covering bullying, harassment and whistleblowing, outcome and appeal letters, an investigation plan and a mediation agreement. £79 + VAT, one-off.