12 Common Reasons to File a Grievance at Work

Many professionals face unfair or uncomfortable situations at work, yet aren’t always sure what officially constitutes a grievance. Maybe you’ve been repeatedly passed over for promotion without a clear explanation, dealt with inappropriate comments from a colleague, or noticed that your workload is consistently heavier than everyone else’s. These situations leave many employees wondering whether they’re simply “making a fuss” or if they have the right to raise a formal concern.

The truth is, both employees and managers often misunderstand what a workplace grievance really is, leading to confusion, hesitation, and fear of damaging working relationships. Understanding when and how to file a grievance is essential for protecting your rights and ensuring a fair, respectful, and transparent work environment.

Below, we’ll walk you through the most common, valid reasons to file a grievance with practical examples to help you recognise when it’s time to take formal action.

1. Discrimination

Employees have the right to work free from discrimination based on protected characteristics

such as race, gender, disability, age, religion, or other legally recognised categories.

Discrimination can take many forms, for example:

• Being regularly passed over for opportunities because of your background

• Receiving biased or unfair performance evaluations

• Hearing discriminatory remarks disguised as “jokes”

These situations undermine your dignity and may breach employment law. If you believe you’re being mistreated because of who you are, document the incidents, gather evidence, and consider filing a formal grievance to protect your rights and ensure your employer addresses the discriminatory behaviour appropriately.

2. Harassment

Every employee deserves a workplace where they feel safe, respected, and free from any form of harassment—whether verbal, physical, or sexual. Harassment can come from anyone in the workplace and can quickly escalate and create a toxic environment if left unaddressed. Recognising the warning signs is the first step toward taking action.

Examples of workplace harassment include:

• Persistent inappropriate comments or jokes

• Unwanted physical contact

• Repeated behaviour that creates a hostile environment

If you’re experiencing unwanted behaviour that makes you feel unsafe, uncomfortable, or disrespected, start documenting each incident. Report your concerns to HR or a senior leader, and consider raising a grievance to ensure the issue is investigated and handled properly.

3. Bullying

Every employee is entitled to work in an environment free from bullying, intimidation, or deliberate mistreatment. Bullying does not always appear dramatic. Sometimes it builds gradually through repeated negative behaviour that chips away at a person’s confidence or sense of safety. Understanding what bullying looks like is the first step in recognising when something is not acceptable.

Bullying examples include:

• A manager consistently shouting at or criticising you

• Colleagues spreading damaging rumours

• Being deliberately excluded from meetings or essential information

• Toxic management styles that undermine your confidence and performance.

If you’re facing repeated hostile behaviour that impacts your well-being or ability to work effectively, keep a written record of each incident. If the behaviour continues or informal discussions don’t resolve it, filing a grievance is a constructive step to stop the bullying and regain a safe work environment.

4. Employment Contract Violations

Employees have the right to have their employment contracts honoured as agreed. When an employer fails to uphold the terms stated in the contract, it can create uncertainty, financial stress, and a sense of mistrust. Understanding what constitutes a contract breach can help you identify when something is not being handled properly.

Breaches can include:

• Changing your hours, duties, or work location without consent

• Failing to provide promised benefits, bonuses, or entitlements

• Not following the terms outlined in your contract or employee handbook

• Situations where promised benefits, bonuses, or entitlements are withheld.

If your employer is not upholding the terms you agreed to, gather written evidence such as emails, contract copies, or policy documents. Raise your concerns, and if the issue is not corrected, filing a formal grievance can help ensure your contractual rights are respected.

5. Unsafe Working Conditions

Employees deserve to work in conditions that protect their health and safety. When safety standards are ignored, risks can escalate quickly and put staff in harm. Recognising unsafe conditions helps prevent accidents and protect everyone’s well-being.

Unsafe condition examples include:

• Lack of proper safety equipment when handling hazards

• Outdated or faulty machinery

• Colleagues are pressured to work in environments that breach safety regulations

These risks can lead to accidents or long-term health issues. If you identify unsafe conditions and your concerns are dismissed or ignored, document what you observe, take photos if appropriate, and submit a grievance. This prompts a formal investigation and encourages your employer to take corrective action.

6. Unfair Treatment

Employees have the right to fair and consistent treatment in the workplace. When unfair treatment becomes a pattern, it can undermine confidence, limit opportunities, and affect overall well-being. No one should feel overlooked, singled out, or excluded, and repeated bias should never be ignored

Examples of unfair treatment include:

• Being assigned a significantly larger workload than peers

• Receiving biased or unfounded feedback

• Exclusion from training, meetings, or access to resources

If informal conversations don’t resolve these issues, start noting down examples and timeline details. Filing a grievance can help ensure the situation is reviewed objectively and that you receive equitable treatment moving forward.

7. Retaliation After Raising Concerns or Reporting Misconduct

Employees should be able to report issues or misconduct freely, without fear of retaliation. Speaking up is an essential part of maintaining a safe, ethical, and respectful workplace, and employees should feel confident that doing so will not put their job or reputation at risk.

Retaliation may take the form of:

• Being demoted or placed on a baseless Performance Improvement Plan (PIP),

• Being excluded from your team

• Receiving threats of dismissal after speaking up.

If negative treatment began shortly after you raised a legitimate concern, such as reporting harassment, wrongdoing, or safety issues, this may be retaliation.

Document the sequence of events and any behavioural changes from management. Filing a grievance is essential in these situations, as retaliation is a serious breach of workplace policy and employment law.

8. Denial of Leave or Benefits

Employees have the right to access statutory leave and company-provided benefits. Being denied these entitlements without a valid reason can affect your health, family life, and financial security. Employers are legally and contractually obligated to honour these rights, and understanding them helps you protect yourself.

Examples of denied entitlements include:

• Being refused sick leave, annual leave, or parental leave

• Not receiving statutory sick pay or promised benefits

• Feeling pressured not to take time off

If you meet the eligibility criteria and your employer is refusing your entitlements, gather documentation such as policies, contracts, and correspondence. If informal discussions fail, filing a grievance can help ensure your rights are recognised and honoured.

9. Unpaid Wages or Benefits

Employees are entitled to receive complete and accurate compensation, including overtime, bonuses, and all agreed benefits. Pay issues not only threaten your financial stability but can also signal deeper compliance problems within the workplace. Knowing your rights allows you to tackle pay issues before they escalate.

Examples of pay issues include:

• Unpaid hours or unauthorised deductions

• Withheld bonuses or being paid less than peers performing the same role.

• Pay that does not match the terms outlined in your contract

Keep payslips, emails, and timesheets as evidence of your work. If your employer does not correct the problem promptly, filing a grievance is a necessary step to recover owed wages and ensure fair compensation.

10. Unfair or Targeted Disciplinary Action / PIP

Employees have the right to fair and evidence-based disciplinary processes. Discipline should be based on facts, not assumptions, and every employee deserves transparency and consistency when facing potential sanctions. Unjust or biased disciplinary actions can harm your reputation, career progression, and overall well-being

Unfair actions may include:

• Being placed on a Performance Improvement Plan (PIP) despite no history of underperformance

• Facing disciplinary action without a proper investigation

• Being penalised based on assumptions rather than facts.

  
  

These actions can be used to intimidate or force employees out of their jobs. If you believe disciplinary measures against you are unjustified, gather evidence of your performance and request all documentation used against you. Filing a grievance allows for a formal review of the process and protects you from unfair managerial practices.

11. Unrealistic Workload / Expectations

Employees are entitled to a fair and manageable workload. When expectations consistently exceed what is fair or feasible, it can lead to stress, burnout, and a negative impact on both performance and morale. Recognising when your workload is unmanageable is the first step toward addressing the issue and advocating for necessary support.

Unreasonable expectations might include:

• Being assigned tasks far beyond your job description,

• Managing workloads that previously required multiple staff members,

• Being pressured to work excessive hours without adequate support.

These situations often lead to burnout and work-related stress. If you consistently raise concerns and your workload remains unsustainable, document specific examples, including deadlines and the impacts on your well-being. Filing a grievance can help initiate adjustments, request additional resources, or ensure work is distributed more fairly across the team.

12. Invasion of Privacy

Employees have the right to personal privacy and the protection of their data in the workplace. Respecting privacy is key to maintaining trust, safety, and professional boundaries. Knowing your rights helps you recognise violations and take action to safeguard your information.

Invasion of privacy may include:

• Unauthorised monitoring of your messages,

• Excessive surveillance

• Colleagues accessing your personal information without consent

You may also encounter situations where sensitive data is mishandled or shared improperly. Privacy breaches can affect trust, safety, and your professional reputation. If you notice inappropriate monitoring or mishandling of confidential information, document the incident and identify those involved. Filing a grievance helps ensure the organisation reviews its privacy practices and takes steps to safeguard your data.

When to File a Grievance at Work?

You should consider filing a grievance when informal attempts to resolve an issue have failed, or when the matter involves serious misconduct such as discrimination, bullying, harassment, retaliation, or safety violations. A grievance is not about confrontation; it is a formal, professional process designed to hold your employer accountable and ensure fair treatment. If you’re experiencing behaviour or decisions that breach policy, law, or your workplace rights, filing a grievance is a justified and responsible step. Acting promptly and documenting the issue helps protect both your well-being and the integrity of your workplace.

Consult with GHR Source

Book a Free Consultation with GHR Source

At GHR Source, we stand beside you every step of the way. We don’t just advise, we guide you through the grievance process with clarity, honesty, and real expertise. We make sure you fully understand your rights, options, and the strategy to protect yourself. With deep experience handling even the most complex workplace grievance cases, we can help you prepare, navigate, and take action with confidence and control.

Book your free consultation with GHR Source today and take the first step towards protecting your rights and ensuring you receive a fair and justified resolution.