How to Use This Checklist
Click each checkbox to mark items as complete. Your progress is automatically saved to your browser. Use this checklist to verify every requirement before, during, and after creating your Grievance Procedure.
✅ Preparing Your Grievance Procedure
1. Before starting: Gather all relevant documentation and information before starting
2. While completing: Verify every section against all 63 compliance points
3. Before signing: Review all sections for completeness before finalising
⚠️ Key Grievance Procedure Requirements
📋 Key Purpose: A grievance procedure provides employees with a formal mechanism to raise concerns about their employment, and gives employers a structured process to investigate and resolve complaints.
⚖️ Legal Framework: Should follow the ACAS Code of Practice on Disciplinary and Grievance Procedures. Tribunals can increase awards by up to 25% where an employer unreasonably fails to follow the Code.
🚫 Critical Requirements: Must include a clear process for raising grievances, investigation procedures, the right to be accompanied at hearings, and an appeal mechanism.
📝 Best Practice: Encourage informal resolution first, set clear timescales, ensure impartial investigation, and document all stages thoroughly.
🔵 Understanding Importance Levels
🔴 Critical: Must have — legally required or essential for enforceability
🟡 Important: Should have — protects your position and prevents disputes
🔵 Recommended: Nice to have — best practice for comprehensive coverage
Clear Statement of Purpose
States procedure is for handling employee concerns about work, working environment, or working relationships fairly and consistently.
🔴 Critical
Scope of Coverage Defined
Clearly states which employees/workers are covered (all employees minimum, potentially contractors). Essential for clarity on who can use procedure.
🔴 Critical
Definition of Grievance
Explains what constitutes a grievance with examples. Helps employees understand when to use procedure and managers recognize grievances.
🟡 Important
ACAS Code Reference
States procedure follows ACAS Code of Practice. Tribunals can increase awards by 25% for unreasonable failure to follow ACAS Code.
🔴 Critical
Non-Contractual Status
States procedure is not contractual and can be amended. Gives flexibility to update without breach of contract claims.
🔵 Recommended
Fairness and Consistency
Commitment to handle all grievances promptly, fairly, and consistently. Core requirement of ACAS Code and natural justice.
🔴 Critical
Confidentiality Commitment
States information will be kept confidential as far as reasonably possible. Protects employee privacy and encourages reporting.
🔴 Critical
No Victimisation Protection
Clear statement employees won't suffer detriment for raising genuine grievances. Legal protection under Employment Rights Act 1996 s47B and Equality Act 2010.
🔴 Critical
Right to Be Accompanied
States statutory right to be accompanied by colleague or trade union rep at meetings. Employment Relations Act 1999 s10 requirement.
🔴 Critical
Good Faith Requirement
States all parties must act in good faith. Prevents abuse of process and supports dismissal of malicious complaints.
🟡 Important
False Allegations Consequence
Warns that false or malicious allegations may result in disciplinary action. Deters abuse while not discouraging genuine complaints.
🟡 Important
⚠️ ACAS Recommendation
ACAS Code recommends attempting informal resolution first where appropriate. This can save time, maintain relationships, and reduce tribunal risk. However, serious matters (bullying, harassment, discrimination) may proceed straight to formal stage.
Encouragement of Informal Resolution
Encourages employees to attempt informal resolution before formal grievance. ACAS Code best practice - shows reasonableness to tribunals.
🟡 Important
Who Can Help
Specifies who employees can approach for informal resolution (e.g., line manager, HR). Provides clear guidance on first steps.
🔵 Recommended
Timeframe for Informal Stage
Reasonable timeframe for informal resolution (typically 5-15 working days). Prevents indefinite delays while allowing proper discussion.
🔵 Recommended
Serious Matters Exception
Notes that serious matters (bullying, harassment, discrimination) may proceed straight to formal. Ensures appropriate handling of serious allegations.
🟡 Important
⚡
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Written Grievance Requirement
States grievances must be in writing (or verbal then confirmed in writing). ACAS Code requires written grievances - creates clear record.
🔴 Critical
Who to Submit To
Specifies who receives grievances (e.g., line manager, HR). Prevents confusion about where to send grievance.
🔴 Critical
Alternative Recipient
Provides alternative if grievance concerns usual recipient. Essential - employee must have someone impartial to report to.
🔴 Critical
Required Information
Lists what grievance should include: nature of complaint, names, dates, witnesses, previous steps, desired outcome. Ensures complete information for investigation.
🟡 Important
Acknowledgement Timeframe
States how quickly grievance will be acknowledged (typically 2-5 working days). Shows seriousness and prevents uncertainty.
🟡 Important
Initial Response Content
Describes what acknowledgement will include: next steps, timescales, who's handling it. Sets expectations and reduces anxiety.
🔵 Recommended
Investigation Required
States employer will investigate grievance. ACAS Code requirement - can't just reject without proper investigation.
🔴 Critical
Who Investigates
Specifies who conducts investigation (manager, HR, external). Must be someone appropriate and impartial.
🔴 Critical
Investigation Timeframe
Target timeframe for completing investigation (typically 10-20 working days). ACAS requires "without unreasonable delay" - specific timeframe shows commitment.
🟡 Important
Investigation Methods
Describes investigation methods: interviews, document review, witness statements. Transparency about process builds trust.
🔵 Recommended
Suspension Policy
States when suspension (with pay) may be used during investigation. Must be clear it's not disciplinary and circumstances are limited.
🟡 Important
Cooperation Requirement
States all parties must cooperate with investigation. Enables thorough investigation and maintains confidentiality.
🟡 Important
Extension Provision
Allows timeframe extension if needed with notification to employee. Realistic - complex investigations may need more time.
🔵 Recommended
Meeting Required
States employee will be invited to meeting to discuss grievance. ACAS Code requirement - can't decide without giving employee chance to explain.
🔴 Critical
Notice Period
Specifies notice period before meeting (typically 5 working days). ACAS requires "reasonable notice" - specific period provides certainty.
🔴 Critical
Meeting Invite Contents
Lists what invitation includes: date, time, location, attendees, investigation findings, documents, right to be accompanied. Natural justice requirement.
🔴 Critical
Right to Be Accompanied Detail
Confirms statutory right, who can accompany (colleague/union), companion's role. Employment Relations Act 1999 s10 - must inform of right.
🔴 Critical
Rescheduling Provision
Allows one postponement if employee/companion unavailable (within 5 days). Statutory requirement under Employment Relations Act 1999.
🔴 Critical
Who Chairs Meeting
Specifies who chairs (senior manager not involved). Must be impartial to ensure fairness.
🟡 Important
Recording Policy
States how meeting is recorded (written notes, audio with consent). Clear policy prevents disputes about recordings.
🟡 Important
Meeting Process
Outlines what happens at meeting: employee explains grievance, presents evidence, calls witnesses, comments on findings. Natural justice - must have opportunity to present case.
🟡 Important
Decision Timeframe
States timeframe for communicating decision (typically 5-15 working days). ACAS requires "without unreasonable delay".
🟡 Important
Written Decision Required
Decision must be in writing. Creates clear record and demonstrates proper process to tribunals.
🔴 Critical
Decision Contents
Lists what decision includes: whether upheld/partially upheld/not upheld, reasons, actions, timescales, appeal rights. ACAS requirement for reasoned decision.
🔴 Critical
Possible Outcomes Listed
Examples of possible outcomes: upheld/not upheld, actions, policy changes, disciplinary, mediation. Sets expectations about what might happen.
🔵 Recommended
Monitoring Commitment
States employer will monitor to ensure actions implemented and grievance doesn't recur. Shows commitment to resolution.
🔵 Recommended
⚡
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⚠️ Appeal Rights Are Critical
ACAS Code requires employers to allow appeals. Tribunals can increase awards by 25% for unreasonable failure to include appeal right. Appeal must be to someone more senior than original decision-maker.
Right of Appeal Stated
Clear statement of right to appeal if unsatisfied with outcome. ACAS Code requirement - failure can result in 25% uplift in tribunal awards.
🔴 Critical
Appeal Deadline
Time limit for submitting appeal (typically 5-15 working days). Prevents indefinite uncertainty and allows employer to close case.
🔴 Critical
Who Hears Appeal
States appeal heard by more senior manager not previously involved. Must be impartial and more senior for credible appeal.
🔴 Critical
Appeal Grounds
Lists valid grounds for appeal: procedure not followed, unreasonable decision, new evidence, bias, inadequate investigation. Helps employees frame appeals properly.
🟡 Important
Appeal Meeting
States employee invited to appeal meeting with reasonable notice. Retains right to be accompanied. Same principles as grievance meeting apply.
🔴 Critical
Appeal Decision Finality
States appeal decision is final with no further internal appeal. Provides closure and allows move forward.
🟡 Important
Collective Grievances
Addresses how multiple employees with same grievance are handled. Can be dealt with collectively while preserving individual rights.
🔵 Recommended
Mediation Option
Offers mediation as alternative resolution method at any stage. ACAS best practice - can resolve issues without formal finding.
🔵 Recommended
Overlapping Procedures
States how grievance during disciplinary is handled. Must address as tribunals see refusal to hear grievances during disciplinary as unfair.
🟡 Important
Support and Wellbeing
Describes support available: EAP, occupational health, reasonable adjustments. Shows duty of care and may reduce sickness absence.
🔵 Recommended
Whistleblowing Distinction
Clarifies grievance procedure not for whistleblowing (illegal conduct, fraud, malpractice). Separate legal protections apply to whistleblowing.
🟡 Important
False/Malicious Grievances
States false or malicious grievances may result in disciplinary action. Protects against abuse while clarifying "not upheld" doesn't mean false.
🟡 Important
Confidentiality Standards
States confidentiality level (need-to-know or strict) and secure storage. Protects privacy and complies with GDPR.
🔴 Critical
Record Retention Period
States how long records kept (typically 3-7 years). GDPR requires retention only as long as necessary. 6 years matches tribunal time limits.
🔴 Critical
Data Subject Rights
States employee's right to access records held about them. GDPR Article 15 right of access requirement.
🔴 Critical
Confidentiality Obligation on Parties
Requires all parties maintain confidentiality and not discuss with uninvolved colleagues. Protects all parties and prevents gossip.
🟡 Important
No Victimisation Policy
Clear statement that raising genuine grievances won't result in detriment. Legal protection under Employment Rights Act 1996 and Equality Act 2010.
🔴 Critical
Witness Protection
States witnesses won't suffer detriment for participation. Encourages people to come forward and protects them legally.
🟡 Important
Victimisation as Disciplinary Matter
States victimisation or retaliation will be treated as serious misconduct. Shows employer takes protection seriously and deters retaliation.
🟡 Important
Statutory Rights Preserved
States procedure doesn't affect statutory rights. Legally required - can't contract out of employment rights.
🔴 Critical
Tribunal Rights Information
Informs of right to Employment Tribunal if unsatisfied, including time limits (usually 3 months less 1 day). Transparency about external options.
🟡 Important
ACAS Early Conciliation
Notes requirement to notify ACAS before tribunal claim. Statutory requirement since 2014 - failure to notify makes claim inadmissible.
🟡 Important
⚡
Instant Download
You've Done the Research. Now Finish It.
Complete grievance procedure template – all clauses included, professionally drafted.
Fill in your details in minutes and you're done.
£20 – Own It Forever
Create Your Grievance Procedure Now
→
✅ 30-day money-back guarantee*
Preview before you buy • Lifetime updates • No subscription
Next Steps
Now that you've reviewed the compliance checklist, you have three options:
✅ Use Our Ready-Made Template
Save hours of research and drafting. Our professionally-crafted Grievance Procedure template covers all 63 compliance points with ACAS Code-compliant procedures, formal and informal resolution stages, investigation frameworks, and appeal mechanisms. Structured following UK employment law requirements. Available in both Smart Interview (guided) and Classic Editor (direct editing) modes for just £20.
✔ UK Law Only | ✔ Instant Download | ✔ Lifetime Updates | ✔ No Subscriptions
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📝 Draft Your Own Grievance Procedure
Use this checklist as your guide, but remember: a non-compliant grievance procedure can result in tribunal awards being increased by 25%. The most common mistakes are: no appeal mechanism, unclear timescales, and failure to follow ACAS Code requirements.
Disclaimer: This checklist is for general informational purposes only and does not constitute legal advice. While we strive to keep information accurate and up to date, the law is complex and subject to change. Every situation is unique. This checklist applies to grievance procedures in England and Wales. Last updated: May 2026.
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