Employee Grievance Letter Example Bullying & Harassment in The Workplace Grievance Complaint Letter.

Interesting statistics – over seventy-five percent of the clients we help are female. Please visit our webpage on Women’s Health.

This webpage last updated 7.7.26:

Steps on how to write a grievance letter on bullying and harassment in the workplace, or to raise a grievance letter against a workplace colleague, supervisor, or co-worker.

Step 1 = Don’t use AI to write your grievance letter to your employer.

Step 2 = Don’t waffle in your grievance letter. Outline your grievances concisely. Consider putting your grievance letter into subheadings. Then write your grievances underneath each subheading or topic. Less is more. Say less, not more. Make sure what you write in your grievance letter counts. We can assist you in structuring your grievance letter in an erudite way, which is succinctly outlined.

Step 3 = Try to keep your emotions out of the grievance letter.

Step 4 = Don’t write your grievance letter in anger. Remember, what you write in your grievance letter could later be used to fire you for ‘some other substantial reason‘ at a later date.

Step 5 = Provide both ‘facts and information’ within your grievance letter.

Step 6 = Provide any evidence which you have of bullying, harassment, discrimination or victimisation. Provide this evidence to your employer when you submit your grievance complainant letter for bullying and harassment in the workplace.

Step 7 = Provide the name/s of the person/s who have subjected you to bullying, harassment, discrimination or victimisation within your grievance complainant letter.

Step 8 = If the working environment is toxic, then say so within your grievance complainant letter.

Step 9 = Provide examples (plural) of feeling bullied and harassed within your grievance complainant letter.

Step 10 = Provide the date/s the bullying and harassment occurred within your grievance complainant letter.

Step 11 = Provide the name/s of any witnesses within your grievance complainant letter.

Step 12 = Make sure you outline to your employer in your letter of grievance the injury caused to your feelings as the complainant.

Step 13 = You may want to outline what resolution you are looking for within your grievance complainant letter. However, if you are not sure, best not to say what outcome you want. You can always reconsider this during the grievance meeting.

Step 14 = Make sure you submit your grievance complaint letter via email.

My wife Amy & I are employment consultants with 26 years combined experience. We created this website after taking our own employers to the Employment Tribunal. We know first hand the stress, anxiety, and distress which you feel, because we have already trodden the path, which you now tread. Please visit our testimonials page.

Amy & I have broken down the subheadings above into paragraphs below to assist you in writing your grievance complainant letter for workplace bullying and harassment.

Below are a list of steps to take when writing a grievance complaint letter to your employer:

Don’t Waffle – Less is More:

The mistake most people make when writing a grievance complaint letter for bullying, harassment, discrimination or victimisation is to waffle. Don’t waffle. Make sure what you say in your grievance complaint letter for bullying and harassment in the workplace counts. Remember, less is more.

Points of Law:

Because we custom draft our clients grievance letter for them, we can outline the Acts or Regulations, which have been breached within your grievance complaint letter for workplace bullying, harassment and discrimination. For example, most of the grievance letters we draft fall under the auspices of The Equality Act 2010, The Employment Rights Act 1996 or The HSAWA 1974.
We can also identify the specific sections of The Equality Act 2010, or The Employment Rights Act, or The HSAWA 1974, which have been breached within your grievance complainant letter for workplace bullying, harassment, discrimination or victimisation.
Please book in a telephone consultation with Amy or myself so we can assist you in writing your grievance complaint letter for bullying and harassment in the workplace. We charge £35 for an initial consultation up to one hour. Please call us on 07775943414 during business hours 9-5 UK time to arrange a telephone consultation, or email us at myrightsuk@protonmail.com
By writing your grievance letter for you, we can keep your emotions out of the grievance letter and keep your grievance letter concise.

Provide ‘facts and information’:

When writing your grievance complainant letter for bullying and harassment, provide as much information as you can, including the date/s and time/s the incidents of bullying and harassment occurred.
Employment Tribunals tend to look at the ‘course of conduct’ rather than individual incidents of bullying and harassment in the workplace. So, if the bullying and harassment has been going on for some time, it would be helpful to outline within your grievance complainant letter a timeline of each incident of bullying and harassment in the workplace.
For the avoidance of doubt, you want to make it clear in your grievance complainant letter that the bullying and harassment is not a one-off incident, but rather forms a ‘continuum’ of bullying and harassment. To this end, we suggest you outline within your grievance complainant letter the ‘cumulative effects’ of the bullying and harassment. If you want us to beef up your grievance letter for you, we can include the relevant case law.

Evidence:

Most of us will never likely have any evidence of bullying, harassment or discrimination in the workplace, but if you are lucky enough to have the evidence, then furnish that evidence as part of the grievance letter, which you submit to your employer as part of your bullying and harassment grievance complaint letter.
However, be very careful sending work emails to your personal email address as this could result in disciplinary action being brought against you.
We can read through your emails to and from your employer to assist you in evidencing a chronology of informal complaints, which your employer may not have articulated as being ‘grievances’.

Toxic Working Environment:

In your grievance complainant letter for workplace bullying and harassment it is very important that you outline to your employer how the working environment has become toxic. You need to say in your grievance complaint letter to your employer that the bullying and harassment is “unwanted, uninvited and unwelcome” to you, and furthermore, that the bullying and harassment has created a “hostile, oppressive and intimidating” working environment. This wording is very important.
If the bullying and harassment is ‘undignified’ to you, then make sure you say so within your grievance letter.
Injury to your feelings caused by the ‘unwanted conduct’ is very important.

Perpetrators:

You must outline within your grievance complainant letter for bullying and harassment in the workplace, the full names of the people who are subjecting you to bullying and harassment. We suggest also outlining the person/s position within the Company, such as your line manager, co-worker or supervisor.
You have to remember that in the event you end up going to the Employment Tribunal, that your grievance letter will form part of the documents, which the Tribunal will receive. Therefore, always look ahead and think that everything you write within your grievance complainant letter may one day be seen by an Employment Judge. This is why we say putting in case law and outlining the specific contraventions of The Equality Act 2010 etc,. within your grievance letter is so very important. A picture paints a thousand words as long as the grievance letter is not AI generated.

Resolution:

Finally, outline within your grievance complainant letter for bullying and harassment specifically what it is that you want as part of the resolution to your grievances. In truth, you may not know at this time what it is that you actually want in resolution. However, you may want to return to work or potentially reach a settlement agreement with the employer. If it is the latter, and you want to reach a settlement with your employer to leave, then Amy & I suggest reaching out to us so that we can write your grievance letter for you. Put shortly, you will have a much greater prospect of settling if we write your grievance letter for you than if you write your grievance letter yourself.
Please call us 9-5 on 07775943414 (we work 7 days a week) to arrange a telephone consultation (£35 up to one hour) or email us (myrightsuk@protonmail.com) outlining the support you would like us to provide you with. After the initial consultation we charge £50 an hour.
Remember, you only get one chance to get your grievance letter right, so it is incumbent upon you to put yourself in the strongest possible position to lever a settlement agreement, or in the alternative, to put an end to the workplace bullying and harassment. We can help you achieve this!

Please visit our webpage on 15 things to do BEFORE you submit a grievance letter to your employer.

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

My wife Amy and I work together and have over the past 15 years 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!

If you have been suspended from work pending a disciplinary investigatory meeting then click here.

If you are being subjected to an unfair disciplinary investigation or unfair disciplinary procedure click here.

If you have already raised a grievance letter and need to know the next steps in the grievance procedures then click here.

If you have already submitted your letter of grievance for bullying, harassment, and discrimination, and want to know the next steps click here.

If you are being subjected to sex discrimination in the workplace click here.

If you are being subjected to disability discrimination in the workplace click here.

If you are being performance managed or subjected to a performance improvement plan click here.

If you are being subjected to bullying and victimisation in the workplace then click here.

If your employer is referring you to occupational health and you want to know what not to say to occupational health UK click here.

If you have been invited to attend a keeping in touch sickness absence attendance meeting click here.

If you want an in-depth view on how to write a grievance letter for bullying and harassment please, including a free grievance letter template click here.

ACAS Bullying & Harassment:

Before you can lodge a claim in the Employment Tribunal, you first have to contact ACAS in accordance with s.7 of The Enterprise and Regulatory Reform Act 2013, to engage in pre-claim conciliation.

This puts even greater emphasis on the letter of grievance, which you write to your employer’s HR Department to invoke the grievance procedures.

Notwithstanding, the Ministry of Justice is now parachuting in non-employment law Judges into the Tribunal service due to a back log of cases.

This is why Amy and I believe it is important to outline the law and case law in your grievance complaint letter for bullying and harassment in the workplace, not least as if you do end up in the Employment Tribunal, and the Judge is not an employment Judge, your grievance letter for bullying, harassment, discrimination and victimisation will outline the law and the case law to assist you in getting across specifically what Acts or Regulations, your employer / line manager has contravened.

The Employment Tribunal places the burden of proof on the employee (claimant) to establish their employer’s liability under s.136 of the Equality Act 2010.

Your employer knows this, which is why the Human (Remains) Department will deny any knowledge of harassment, discrimination or victimisation having occurred.

In the authority of Madarassy v Nomura International Plc [2007] EWCA Civ 33 (26 January 2007), the Court of Appeal held the following position at paragraph 12:

“I do not underestimate the significance of the burden of proof in discrimination cases. There is probably no other area of the civil law in which the burden of proof plays a larger part than in discrimination cases. It is for the complainant to prove the facts from which, if the amendments had not been passed, the employment tribunal could conclude, in the absence of an adequate explanation, that the respondent committed an unlawful act of discrimination.”

Note the use of the word “complainant”.

For the avoidance of doubt, in the grievance procedures YOU are the “complainant”. Therefore, the burden of proof is on you!

The employee grievance complaint letter to the ‘Human Remains Department’ needs to accomplish three things:

Firstly: The employee grievance complaint letter should bring to the HR Department’s attention its omissions and/or breaches of statutory duties under UK employment laws. Furthermore, where possible, outline to the HR Department within your grievance letter which Statutory Acts & Regulations your employer has contravened. This provides the HR Department an opportunity to articulate the letter of grievance to put things right. These Employment Acts and Regulations are already encompassed within our free grievance letter example.

Secondly: The employee grievance complaint letter you write to your employer’s HR Department ought to outline a chronology to highlight the ‘facts’ and ‘information’ germane to your grievances, viz: the what, the who, the where, and the when. If you need some help drafting a grievance letter, then click here

Thirdly: To ask the HR Department questions within your letter of grievance to ascertain what steps (if any) have been taken by the employer / HR Department to have prevented the bullying, harassment & discrimination from occurring in the workplace. In June 2022, ACAS have endorsed submitting questions to an aggrieved party’s employer in order to obtain answers to their grievances. ACAS have provided clear advice of how an employer should go about answering an aggrieved employees questions. Thus, you need to ask your employer questions within your grievance letter. We are here to help you structure and formulate your questions to your employer, and to guide you and support you in raising your grievance letter to your employer to make it bullet proof. Remember, you only get one chance to get your grievance letter right!