What are my rights if a grievance is raised against me?

If a grievance is raised against you at work, it can be stressful, confusing, and unsettling, whether you are an employee or a manager. Understanding your rights and the correct process is essential to protecting your position and ensuring the matter is handled fairly. This article is designed to guide UK employees and managers through what it means when a grievance is raised against them, what steps to take, how organisations should manage the process, and what options are available if the grievance or any appeal is upheld. Knowing your rights can help you respond calmly, professionally, and lawfully.

What does it mean when a grievance is raised against you?

A workplace grievance is a formal complaint made by an employee about a workplace issue they believe has negatively affected them. In the UK, grievances are usually raised under an organisation’s grievance policy, which should align with the ACAS Code of Practice.

Common reasons grievances are raised include allegations of bullying or harassment, discrimination, unfair treatment, unsafe conditions, contract breaches, unpaid wages, retaliation, denied leave or benefits, unjust disciplinary action, or unrealistic workloads. Importantly, a grievance being raised against you does not mean you are at fault. It simply means a concern has been formally reported and requires investigation. Employers are legally expected to handle grievances fairly, objectively, and without presuming guilt.

What should I do if my colleague raises a workplace grievance against me?

If a colleague raises a grievance against you, the most important thing is to remain calm and professional. Avoid reacting defensively or emotionally, as this can escalate the situation. A grievance is part of a formal process, not a personal judgment. You should cooperate with the investigation while protecting your own rights and reputation.

Here's what you should do if a coworker raises a grievance against you:

1. Read the grievance details carefully.

2. Ask for clarification if allegations are unclear.

3. Follow your organisation’s grievance procedure.

4. Keep written records of relevant events.

5. Prepare an honest and factual response.

6. Seek support from HR, a union representative, or an adviser.

7. Avoid discussing the matter widely or retaliating.

What are my rights if someone brings a grievance against me as a manager?

When a grievance is raised against you as a manager, the situation can be particularly sensitive due to your position of authority. You still have the right to be informed of the allegations, to respond fully, and to be treated fairly and impartially. Employers should make sure the investigation is carried out by an impartial person, especially if there’s a concern about power imbalances or potential bias.

Managers may face grievances related to performance management, communication style, workload allocation, or alleged discrimination. You are entitled to representation, reasonable time to prepare your response, and protection from reputational harm while the grievance is ongoing. Being a manager doesn't take away your employment rights.

How should the grievance against you be managed by the organisation?

In the UK, grievances should be handled in line with an organisation’s internal procedures and the ACAS Code of Practice, ensuring the process is clear, timely, and fair for everyone involved. A well-run grievance process isn’t just good practice—it protects both employees and employers from unnecessary risk.

In most cases, employers will:

1. Formally acknowledge the grievance

2. Appoint an independent, unbiased investigator

3. Collect evidence and speak with relevant witnesses

4. Invite you to a grievance meeting

5. Give you a fair opportunity to respond to the concerns raised

6. Keep clear, accurate records throughout the process

7. Confirm the outcome in writing

8. Provide the right to appeal

When employers fail to follow a fair and structured process, they not only undermine trust but also expose themselves to potential legal consequences.

Can you request to see the minutes of any grievance against you?

Yes, in most cases, you can request to see the minutes of grievance meetings that relate directly to you. In the UK, grievance meeting notes form part of the formal process and should accurately reflect what was discussed. You are entitled to check that the minutes are a true and fair record, and you can request amendments if something is incorrect or misleading.

Under data protection law, including UK GDPR, you also have the right to access personal data held about you, which can include grievance documentation. However, certain information may be redacted to protect third parties. Employers are not required to share confidential witness statements in full, but they should provide enough information for you to understand the case against you and respond meaningfully. Access to accurate records is a key part of a fair grievance process.

What if the grievance against you is upheld?

If a grievance against you is upheld, it means the organisation has determined, based on the available evidence, that the complaint is likely valid. This does not automatically lead to disciplinary action, but the outcome could result in consequences depending on the severity of the findings.

Possible outcomes include mediation, additional training, changes to working arrangements, management guidance, or referral to a disciplinary process if misconduct is found. Any action taken should be fair, proportionate, and in line with company policy. You will receive the outcome in writing, along with a clear explanation of the decision. Even if the grievance is upheld, you have the right to appeal if you believe the process was flawed or the decision was unreasonable.

Can you appeal a grievance against you?

Yes, you usually have the right to appeal the outcome of a grievance raised against you. This right should be clearly set out in your employer’s grievance policy. An appeal allows you to challenge the decision if you believe it was incorrect, unfair, or procedurally flawed.

Grounds for appeal may include new evidence, concerns about bias, inconsistencies in the findings, or failure to follow the correct process. Appeals should be heard by someone who was not previously involved in the case and, where possible, at a more senior level. You should submit your appeal in writing within the specified timeframe and clearly explain why you are challenging the outcome.

What if your appeal is not upheld?

If your appeal is not upheld, this usually marks the end of the internal grievance process. At this stage, you should receive written confirmation of the final decision and any actions the organisation intends to take. While this can feel discouraging, it does not mean you have no further options.

Depending on the circumstances, you may be able to seek external advice, raise concerns through ACAS Early Conciliation, or pursue a claim at an employment tribunal if your rights have been breached. This is particularly relevant if the process was unfair, discriminatory, or resulted in unjust disciplinary action. Professional advice is strongly recommended before taking any external steps.

When should you ask for professional help?

You should consider seeking professional support if the grievance is complex, involves allegations of discrimination or bullying, could affect your role or career, or if you feel the process is being handled unfairly. Managers dealing with repeat complaints or high-risk cases can also benefit from expert guidance early on.

GHR Source is a trusted HR adviser dedicated to supporting employees through every step of the grievance process. Unlike many firms, we are pro-employee and focus on protecting your rights, providing practical, compliant advice, and helping you navigate grievances confidently and fairly without siding with the organisation. With GHR Source by your side, you can ensure your concerns are heard and addressed properly while safeguarding your career and well-being.

About the Author

Lyndon Gainham

Lyndon Gainham is the co-founder of GHR Source, a best-selling author, entrepreneur, and HR expert with over 30 years’ experience in top financial institutions, including the Bank of England and Barclays. He helps clients solve workplace challenges with creative, bespoke solutions and encourages them to build extraordinary lives. A Fellow of the Chartered Institute of Personnel Development, Lyndon enjoys hiking, exploring Byzantine art, and sampling England’s finest country ciders.