Understanding Grievance Outcomes

Grievance outcomes are a key part of the grievance procedure and are usually provided after the employer has completed their investigation and held a grievance meeting. Employees should understand that the outcome letter does more than simply state a decision. It explains the evidence considered, the reasons for the findings, any actions the employer will take, and your right to appeal.

In this article, we will cover what to expect in a grievance outcome letter, the common types of grievance decisions, typical outcomes linked to common workplace grievances, what to do after receiving your outcome, and how the grievance appeal process works.

What is included in the grievance outcome letter?

A grievance outcome letter is the employer’s formal response after investigating your complaint. It plays an important role in helping you understand how the decision was made and what will happen next. While every employer has its own format, most grievance outcome letters should include several essential elements:

• Grievance summary: The letter should restate the concerns you raised. This confirms that the employer understood the issues you brought forward.
  

• Evidence considered: The employer should outline the information or documentation they reviewed, which may include witness statements, emails, CCTV, meeting notes, or policy references.
  

• Investigation findings: A good outcome letter explains how the evidence supports the decision. This demonstrates whether the employer handled the investigation fairly and thoroughly.
  

• The decision: The employer will state whether your grievance has been upheld, partly upheld, or not upheld.
  

• Actions the employer will take: If any changes or remedies are required, the letter should describe them clearly. These may include mediation, workload adjustments, training, or disciplinary action.
  

• Timescales for implementing changes: The letter should confirm when any actions will be carried out so you know what to expect.
  

• Appeal process: You should be told how to appeal the decision and the timeframe for submitting an appeal. Most employers require appeals to be submitted within five to ten working days.

What are the common grievance outcomes?

Grievance decisions depend on whether the employer finds enough evidence to support your concerns. Grievances typically result in one of three outcomes:

• Grievance upheld: This means the employer agrees with your complaint and accepts that your concerns are valid. They should outline what actions they will take to put things right, which may include changes to policies, behaviour, or working conditions.
  

• Grievance partly upheld: This means the employer accepts some aspects of your complaint but not all of them. You may receive certain remedies or changes, while other issues remain unresolved. In such cases, you might consider appealing the decision.
  

• Grievance not upheld: If your grievance is not upheld, the employer has decided there is not enough evidence to support your concerns. They should explain their reasoning clearly, and you have the right to appeal if you believe the investigation was flawed or incomplete.

What are the outcomes of common workplace grievances?

Not all workplace grievances lead to the same result. Below is an overview of what employees can typically expect in each situation if the grievance is upheld.

Unreasonable workload

If you have raised a grievance about an unreasonable workload, your employer may consider several ways to address the issue, such as:

• Redistribution of tasks among team members

• Hiring additional staff or temporary support

• Temporary adjustments to workload or deadlines

• Review and possible redesign of the job role

• Training or support to help manage responsibilities more effectively
  

Mistreatment by a coworker

If your grievance involves bullying, harassment, or inappropriate conduct, your employer may respond with:

• Mediation between you and the coworker

• Formal conduct warnings or disciplinary action

• Adjustments to separate you from the person involved

• Additional supervision or targeted training

Management decision to promote someone else over you

Grievances about being passed over for promotion often result in:

• Feedback on the promotion process

• Re-interviewing candidates if errors or inconsistencies are identified

• Offering development opportunities to support future career progression

• In rare cases, rerunning the selection process

Underpayment

If your grievance concerns underpayment, potential outcomes may include:

• Back pay for the period affected

• Corrections to payroll or salary records

• Review and revision of policies to prevent future errors

Unsafe working conditions

If the issue relates to health, safety, or unsuitable working environments, outcomes can include:

• Equipment upgrades or replacements

• Risk assessments to identify and address hazards

• Schedule adjustments or role modifications

• Other remedial actions to improve health, safety, or comfort

Unfair treatment by management

If your grievance concerns unfair treatment, such as bias, favouritism, or inconsistent application of policies, potential outcomes may include:

• Formal acknowledgment of the unfair treatment

• Adjustments to decisions that were affected by bias

• Changes to management practices or processes

• Training for managers on fair and consistent treatment

Discrimination

Grievances related to discrimination based on age, gender, race, disability, or other protected characteristics may result in:

• Apology and recognition of the discrimination

• Disciplinary action for the individual(s) responsible

• Policy review and implementation of stronger safeguards

• Awareness or sensitivity training for teams or departments

Unfair performance evaluation

If your grievance relates to an unfair appraisal or performance review, possible outcomes may include:

• Revision of the performance rating or feedback

• Adjustment of any associated pay, bonuses, or benefits

• Implementation of a fairer, transparent evaluation process

• Additional support, coaching, or training to address gaps

How long should a grievance outcome take?

Most employers provide a grievance outcome within a reasonable timeframe once the meeting and investigation are complete. Although no law sets a specific deadline, ACAS guidance recommends that decisions should be provided as soon as possible. Simple grievances may be resolved within a day or a week, while more complex cases requiring detailed investigation, interviews, or mediation can take several weeks or even months.

What you should do after receiving the grievance outcome?

Your next steps depend on whether your grievance was upheld, partly upheld, or not upheld.

What happens if your grievance is upheld?

If your grievance is upheld, the employer may take one or more of the following actions:

• Apology.

• Policy changes.

• Compensation or back pay.

• Role, shift, or workload adjustments.

• Training or disciplinary action for others involved.

Celebrate the positive outcome, but ensure your employer follows through with the agreed actions.

What happens if your grievance is partly upheld?

A partial outcome usually means the employer accepts some aspects of your complaint but not all of them. For example, they may acknowledge poor communication but may not accept that misconduct occurred. Unresolved issues should be assessed to decide whether they are significant enough to appeal. If they affect your job, wellbeing, or working relationships, appealing may be appropriate.

What happens if your grievance is not upheld?

If your grievance is not upheld, you can request clarification on the investigation and the evidence used. You may also consider appealing the decision if you feel the process was unfair or the findings do not reflect the facts. Union representatives or legal advisers can provide support if you are unsure how to proceed.

Why are grievances rarely upheld?

Many grievances are not upheld because decisions rely on evidence. If there are no witnesses, no documents, or conflicting accounts, employers may find it difficult to support the claim. Sometimes investigations focus only on policy breaches and not the emotional impact. This makes it even more important to present clear evidence wherever possible.

What is the grievance appeal process?

If you believe the outcome of your grievance was incorrect or unfair, you have the right to appeal. The process begins with a written appeal, explaining why you think the original decision was wrong. Most employers, following best practice, expect this to be submitted within a set timeframe, often around five working days after receiving the outcome.

Once submitted, your employer should arrange a meeting with a different, more senior manager who was not involved in the original decision. At this appeal meeting, you have the right to be accompanied by a colleague or trade union representative. The appeal manager will review the original grievance, consider any new evidence, and may conduct further investigation if necessary before issuing a final written decision. This ensures your grievance is reviewed impartially and gives you a fair opportunity to challenge the original outcome.

How to appeal a grievance outcome?

• Check the timescale for submitting an appeal: Most employers set a deadline of five to ten working days from the date you receive your grievance outcome. Submit your appeal within this window to ensure it is accepted.
  

• Prepare your written appeal: Your appeal letter should clearly explain why you believe the original decision was wrong. It should include:
  

  • Any new evidence that was not considered in the original grievance.

  • Reasons the process was unfair, such as procedural errors or bias.

  • Findings you believe were incorrect, pointing out specific details.

  • Concerns about the remedy offered, such as inadequate solutions or actions.

  • A request for an independent manager to handle the appeal if you feel the original decision-maker was not impartial.
    

• Submit your appeal to HR or your line manager: Follow your company’s grievance policy to ensure the appeal is formally acknowledged. Keep a copy for your records.
  

• Attend the appeal meeting: Your employer should arrange a meeting with a more senior or independent manager who was not involved in the original grievance. You have the right to be accompanied by a colleague or trade union representative.
  

• Present your case clearly: At the meeting, focus on facts, new evidence, and any procedural concerns. Be concise and professional, and avoid speculation or emotional arguments.
  

• Outcome of the appeal: After reviewing the case, the appeal manager may:

  • Uphold the original decision.

  • Modify the decision, adjusting remedies or findings.

  • Fully overturn the original decision.

    
    

Your employer should provide a formal written response, outlining the appeal’s outcome, reasoning, and any further actions. This is the final step in the grievance process, though you may still have external legal options if necessary.

What happens during the appeal hearing?

During an appeal hearing, you will meet with an independent manager who was not involved in the original grievance decision. You have the right to be accompanied by a colleague or trade union representative, providing support and guidance throughout the process. The hearing involves a thorough review of the original investigation and all submitted evidence. Any findings you dispute will be reconsidered, giving you the opportunity to present your case and ensure every detail is carefully examined before a final decision is made.

What are the possible grievance appeal outcomes?

When you appeal a grievance, the outcome can take one of three forms, each reflecting how the employer reassesses your case:

• Original decision upheld: The appeal confirms the initial outcome, meaning the employer finds that the original investigation and decision were fair and reasonable. While this can be disappointing, it also provides clarity and closure, allowing you to understand that the process was reviewed carefully.
  

• Decision modified: The appeal may lead to a partial adjustment of the original outcome. For example, some aspects of your grievance might be accepted while others remain unresolved. This can result in changes to remedies, responsibilities, or actions taken, even if the original decision is not entirely overturned.
  

• Decision fully overturned: In some cases, the appeal may completely overturn the original decision. This occurs when the independent manager identifies significant errors in the investigation, procedural flaws, or new evidence that alters the conclusion. A fully overturned decision can lead to revised remedies, policy changes, or other corrective actions to address the grievance.

Is it worth appealing a grievance?

Yes, appealing a grievance is often worthwhile if you have valid grounds, such as procedural unfairness or new evidence, that could change the decision or improve your position. Even if the appeal is not fully successful, it creates a formal record and may prompt negotiation or partial remedies. However, if the workplace relationship is irreparably damaged, you might focus on a settlement or resignation, as pursuing an appeal can sometimes affect tribunal claims if you do not intend to stay.

When should you seek support for your grievance?

If you feel the grievance process is unfair, face issues such as discrimination, harassment, victimisation, or whistleblowing, or are unsure how to appeal, it is important to seek expert guidance. GHR Source, an independent and pro-employee HR advisory firm, specialises in handling a wide range of workplace grievances. Their experienced team helps employees navigate complex processes, protect their rights, and work towards the best possible outcome, providing professional support every step of the way.

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.