Free sample
A full sample grievance letter
Everything below is invented. The people, the company and the events are fictitious, and any resemblance to a real employer is coincidental. It is here so you can see the shape, tone and level of detail of a letter before you write your own. General information about the process only — not legal advice.
The made-up scenario
- • Priya Raman is a fictitious customer service team leader at an invented company, Northgate Utilities Ltd, in Leeds. She has worked there for three years.
- • Over four months her new manager has repeatedly criticised her in front of the team, removed her from a project without explanation, and refused two requests to discuss it privately.
- • Priya raised it informally in June. Nothing changed, and in July she was excluded from the team's weekly planning meeting.
- • She wants the behaviour to stop, the meetings restored, and a formal record of what happened.
The letter
Priya Raman 14 Beckwith Road Leeds LS8 2QP 12 August 2025 Ms Helen Cartwright Head of People Northgate Utilities Ltd Unit 5, Kirkstall Business Park Leeds LS5 3BF Dear Ms Cartwright Formal grievance — conduct of my line manager and removal from duties I am writing to raise a formal grievance under the company's grievance procedure. This letter sets out what has happened, the effect it has had on me, and the outcome I am asking the company to consider. Background I have been employed by Northgate Utilities Ltd as a Customer Service Team Leader since 4 September 2022. Since 7 April 2025 I have reported to Mr Daniel Okafor, Customer Operations Manager. What has happened 1. On 22 April 2025, during the team stand-up attended by six colleagues, Mr Okafor said my handover notes were "the reason this team keeps failing". I asked to discuss the point privately afterwards and he declined. 2. On 15 May 2025 I was removed from the Billing Migration project. I was informed by an email from Mr Okafor at 17:42 that day, which gave no reason. I had led that workstream since January 2025. 3. On 3 June 2025 I emailed Mr Okafor asking for a one-to-one to discuss both matters. I received no reply. I sent a further request on 11 June 2025, which was also not answered. 4. On 24 June 2025 I raised my concerns informally with Mrs Anne Whitfield, Service Delivery Lead. She said she would speak to Mr Okafor. I have not been told the outcome of that conversation. 5. From 7 July 2025 onwards I have not been invited to the weekly planning meeting, which I had attended every week since becoming a Team Leader. The other three Team Leaders continue to attend. Effect on me The repeated criticism in front of colleagues, and the removal of duties without explanation, have undermined my position as a Team Leader and my confidence at work. I have found the lack of any response to my requests to discuss this particularly difficult, and it has affected my sleep and my wellbeing. What I am asking for I would like the company to consider: - investigating the matters set out above and confirming the findings to me in writing; - restoring my attendance at the weekly planning meeting; - an explanation of the reason for my removal from the Billing Migration project, and reconsideration of that decision; - an agreed arrangement for regular one-to-one meetings with my manager. Supporting information I can provide the emails of 15 May, 3 June and 11 June 2025, the planning meeting invitations up to 30 June 2025, and my project handover documents. I am happy to provide these at the grievance meeting or in advance if that would help. Next steps I would be grateful if you could confirm receipt of this letter and let me know the date of the grievance meeting. I would like to be accompanied at that meeting. Yours sincerely Priya Raman Customer Service Team Leader Employee number 40218
Why it is written this way
- • Every event has a date, a place and a named person — nothing is described as 'always' or 'constantly'.
- • Behaviour is reported as what was said and done, not labelled as bullying, discrimination or misconduct.
- • The effect on Priya is described in her own words, kept separate from the facts.
- • The requested outcome is specific and practical, so the employer knows what a resolution looks like.
- • Evidence is listed and offered, rather than attached in bulk.
- • It closes by asking for a meeting date and confirming she wants to be accompanied.
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