Guide
How to write a grievance letter about bullying and harassment
The difficulty with bullying is that each incident sounds small on its own. A good letter makes the pattern visible without exaggerating any single event. General information about the process — not legal advice or representation.
1. Record the pattern, incident by incident
Bullying is rarely one event. Number each incident with the date, the place, who was present, and what was actually said or done. A numbered list is far easier to investigate than a narrative.
2. Quote only what you are sure of
If you remember the exact words, put them in quotation marks. If you remember the sense but not the wording, say so — 'he said, in substance, that...'. Never reconstruct a quote you are not confident about.
3. Describe behaviour, don't diagnose it
Write what happened and let the employer reach the conclusion. 'She raised her voice and told me to leave the meeting' carries more weight than 'she bullied me'.
4. Explain the effect on your work and wellbeing
A short paragraph is enough: what you have stopped doing, meetings you now avoid, sleep, GP visits or time off. Keep it separate from the incident list.
5. Say what you have already tried
Note any informal conversation, who with, and when. It shows the formal step was not your first move.
6. Ask for practical protection while it is investigated
You can ask for interim arrangements — a change of reporting line, no direct contact, or a different rota — while the grievance is being looked at, and say clearly that you do not want to be treated badly for raising it.
Evidence worth gathering
- • Messages, emails and chat logs, with dates — saved somewhere you will still have access to if your account is suspended.
- • Your own contemporaneous notes, written on the day where possible.
- • Names of people who were present, without pressuring anyone to give a statement.
- • Rotas, meeting invitations, task allocations and appraisal records that show a change over time.
- • Fit notes or occupational health correspondence, if health has been affected.
If you feel unsafe
If behaviour at work has involved threats, physical contact or anything you believe may be a crime, that is a matter for the police and for your employer's urgent attention rather than the ordinary grievance timetable. If your health is affected, speak to your GP. Some workplace processes have strict time limits, so it is worth getting advice early from a qualified solicitor or Acas if you are unsure where you stand.
Build the chronology with us
RightWords walks you through each incident, keeps your evidence list in one place, and prepares the letter as a Word document you download.