Understanding Your Rights When a Grievance Is Ignored
When you raise a grievance at work – whether it’s about unfair treatment, bullying, discrimination, or another workplace issue – your employer is legally required to handle your complaint properly. If your grievance is ignored, meaning your employer fails to acknowledge, investigate, or respond within a reasonable timeframe, this can feel frustrating and leave you uncertain about your next steps. It’s important to understand your rights and the protections available to you in these situations.
Under the Acas Code of Practice on Disciplinary and Grievance Procedures, employers in the UK must deal with grievances fairly and promptly. This means your employer should acknowledge your complaint, investigate the matter thoroughly, and provide a formal response. If they fail to do so, they may be breaching the Acas Code, which, while not legally binding, is taken into account by employment tribunals when considering related claims. Ignoring a grievance might also breach your contract of employment if it includes specific procedures for handling complaints.
You have the right to have your grievance considered without fear of retaliation. Employers are expected to treat all complaints seriously, regardless of the issue raised. If your grievance is ignored, you are entitled to follow up in writing, requesting a response and reminding your employer of their obligations. If you still receive no reply, you may need to escalate the matter – such as by appealing internally or seeking advice from an employment adviser.
Keeping detailed records is crucial. Document when you raised the grievance, how you submitted it (email, letter, etc.), any responses received, and any subsequent follow-up attempts. These records can be vital if you need to demonstrate that your employer failed to act appropriately, especially if you later consider making a claim to an employment tribunal.
For a full overview of how workplace grievances should be managed, including the formal steps both you and your employer are expected to follow, see Grievance Procedures: How to Raise and Resolve Workplace Complaints. Understanding your rights in this context will help you navigate the process more confidently and ensure your concerns are addressed fairly. If you’re interested in how these rules compare to raising other types of concerns at work, you may also wish to read What to Do if Your Concern Is Not Resolved.
Steps to Take If Your Grievance Is Ignored
If your grievance has been ignored by your employer, it’s important not to let the matter drop. Taking clear and structured steps can help ensure your concerns are addressed fairly and that your rights are protected under UK employment law.
1. Follow Up in Writing
Start by sending a written follow-up to your employer, politely requesting an update on your grievance. This could be an email or a letter addressed to your manager or HR department. Clearly reference your original grievance, the date it was submitted, and ask for a response within a reasonable timeframe (such as 7–14 days). Written communication creates a record of your efforts, which is crucial if you need to escalate the issue later.
2. Review and Clarify Your Grievance
If you receive no response, revisit your original grievance letter. Check that it clearly explains the issue, the impact on you, and the outcome you are seeking. Sometimes, grievances are overlooked if they lack detail or clarity. Consider whether you need to rewrite or expand your complaint to make your concerns unmistakable. For practical tips and a template, see our guide on Writing a Work Grievance Letter.
3. Keep Detailed Records
Document every step you take, including copies of all emails, letters, and notes from meetings or phone calls. Record the dates and content of all communications, as well as any responses you receive. This documentation could be vital if you need to take your complaint further, for example to an employment tribunal.
4. Check Your Employer’s Grievance Policy
Review your company’s grievance procedure, which should be set out in your contract, staff handbook, or on the company intranet. The policy will outline how grievances are handled and the expected timelines for a response. UK employers are required to follow fair procedures, as outlined in the ACAS Code of Practice on Disciplinary and Grievance Procedures. If your employer fails to follow their own policy or the ACAS guidelines, it could strengthen your case if you decide to escalate the matter.
5. Consider Next Steps
If your grievance is still ignored after following up and clarifying your concerns, you may need to consider further action. This could include raising the issue with a higher manager, seeking advice from ACAS, or exploring formal legal options. For more information on what to do if workplace concerns remain unresolved, you may find our page on What to Do if Your Concern Is Not Resolved helpful.
Taking these steps demonstrates that you have acted reasonably and given your employer every opportunity to address your grievance, which is important if the situation escalates.
How to Escalate Your Grievance
If your employer ignores your grievance, it’s important not to let the matter drop. There are several ways you can escalate your concerns to ensure they are taken seriously and handled fairly.
Escalating Internally
Start by reviewing your organisation’s grievance policy, which should outline the steps for raising concerns. If you’ve already submitted a grievance and received no response, you can:
- Contact Human Resources (HR): If your initial complaint was to your line manager and you’ve had no reply, escalate the issue to your HR department. HR has a responsibility under the ACAS Code of Practice on Disciplinary and Grievance Procedures to ensure grievances are addressed promptly and fairly.
- Approach a Senior Manager: If HR is unresponsive or unavailable, consider taking your grievance to a more senior manager or director. Clearly state that your initial grievance has not been addressed and request a formal response.
Document all your communications, including dates and summaries of conversations, as this can be important evidence if you need to take the matter further.
Involving a Trade Union
If you are a member of a trade union, you have the right to seek support from your union representative. They can help you escalate the grievance internally, provide advice, and even represent you in meetings with your employer. Trade union reps are experienced in workplace disputes and can ensure your rights are protected throughout the process.
Considering a Counter Grievance
In some situations, raising a counter grievance may be appropriate – especially if you feel you are being treated unfairly in response to your original complaint, or if you are facing retaliation. For more guidance on when and how to take this step, see When to Raise a Counter Grievance at Work.
Requesting a Formal Grievance Meeting
If your grievance remains unresolved, you can request a formal grievance meeting. This is an opportunity to discuss your concerns face-to-face with your employer and present any evidence you have. Employers are expected to arrange these meetings within a reasonable timeframe and allow you to be accompanied by a colleague or trade union representative. To learn more about what to expect and how to prepare, visit Work Grievance Meetings.
What If Your Concern Is Still Not Resolved?
If you have followed all internal procedures and your grievance is still ignored, you may need to consider external steps, such as contacting ACAS for early conciliation or seeking legal advice. For further information on what to do if your concern remains unresolved, see What to Do if Your Concern Is Not Resolved.
Taking these escalation steps shows your employer that you are serious about having your concerns addressed and helps ensure your rights are protected throughout the process.
Seeking External Help When Your Grievance Is Still Ignored
If your employer continues to ignore your grievance, even after you’ve followed all internal procedures, you have several external options to help resolve the issue and protect your rights.
1. Contacting ACAS for Early Conciliation
The Advisory, Conciliation and Arbitration Service (ACAS) offers a free and impartial service called early conciliation. Before you can bring most types of employment tribunal claims, you are legally required to notify ACAS and consider early conciliation (as set out in the Employment Tribunals Act 1996). ACAS will contact your employer to try and help both parties reach an agreement without going to tribunal.
Early conciliation is confidential and does not affect your employment rights. It’s a practical step if you feel your employer is not taking your grievance seriously or is refusing to respond. If you reach an agreement through ACAS, it will be legally binding.
2. If Your Employer Refuses Early Conciliation
Sometimes, an employer may refuse to participate in early conciliation or may not engage meaningfully. If this happens, you are still entitled to proceed with your claim. ACAS will issue you with a certificate confirming you have attempted conciliation, which you will need to submit if you decide to take your case further. For more detailed advice on what to do in this situation, see If Your Employer Refuses Early Conciliation.
3. Getting Further Advice and Support
If you’re unsure about your rights or the process, consider seeking advice from employment advisors, your trade union (if you are a member), or reputable advisory services such as Citizens Advice. In some cases, you may be eligible for legal aid, especially if your case involves discrimination or another protected characteristic under the Equality Act 2010.
These organisations can help you understand your options, prepare documentation, and represent your interests in negotiations or formal proceedings.
4. Taking Your Case to an Employment Tribunal
If all internal and external attempts to resolve your grievance fail, you may be able to take your case to an employment tribunal. Tribunals can rule on a range of issues, including unfair dismissal, discrimination, unpaid wages, and breach of contract. There are strict time limits for bringing a claim – typically three months less one day from the date of the incident or your employer’s final response.
Before proceeding, it’s wise to review your situation in the broader context of workplace disputes. You can find more information on your legal options and what action to take if the dispute remains unresolved in What Action Should You Take in Workplace Disputes?.
Remember, seeking external help can feel daunting, but you do not have to navigate this process alone. Support is available to ensure your concerns are heard and addressed fairly.
Tips to Protect Yourself During the Grievance Process
When your grievance is ignored, it’s vital to take steps to protect yourself and ensure your concerns are handled fairly. Here are some practical tips to help you navigate the process:
1. Keep Detailed Records
Document every stage of your grievance, including emails, letters, meeting notes, and dates of conversations. If you have in-person discussions, follow up with a written summary to confirm what was said. This paper trail can be essential if you need to escalate your complaint or provide evidence later.
2. Stay Professional and Clear
Maintain a professional tone in all communications, even if you feel frustrated or upset. Be clear and concise when stating your concerns, outlining the facts, and specifying the outcome you are seeking. Avoid emotional or accusatory language, as this can undermine your position.
3. Know Your Rights and Timelines
Familiarise yourself with your workplace’s grievance procedure, which should follow the ACAS Code of Practice on Disciplinary and Grievance Procedures. The Code outlines reasonable timeframes for each stage – typically, your employer should respond to your grievance in writing and arrange a meeting without unreasonable delay. If your employer fails to follow the procedure, you may have grounds for further action, including a potential claim to an employment tribunal.
4. Seek Support if Needed
Don’t hesitate to ask for help. Colleagues, union representatives, or HR advisers can offer guidance and support. If you’re a union member, your rep can accompany you to meetings or help present your case. For complex or unresolved issues, consider seeking advice from an employment law solicitor or Citizens Advice.
If you want to understand more about your rights and how to escalate concerns when your employer doesn’t respond, you may find it helpful to read about what to do if your concern is not resolved. This resource explains additional steps you can take and the relevant legal protections available.
By taking these precautions, you help ensure your grievance is taken seriously and put yourself in the strongest possible position should you need to take further action.
