How to Write a Grievance Letter About Bullying by a Manager

Who to send it to when the grievance is about your manager

Most grievance procedures say to write to your line manager. Where the grievance is about them, the usual route is their manager, or HR. Say in the opening line why you are not sending it to your line manager, so nobody assumes you went over their head unnecessarily.

Describe behaviour, not character

A manager relationship involves legitimate instruction, feedback and performance management, so the letter needs to show what took it beyond that. Write what was said or done, where, and who else was there — rather than 'he is a bully'. Let the employer apply the label after investigating.

Show the pattern with dates

Bullying is rarely one event. Number the incidents in date order, one per paragraph, and include the ordinary-looking ones: a cancelled one-to-one, a removed task, a comment in a meeting. A dated sequence is far harder to dismiss than a general description of how the last six months have felt.

Separate management action from the conduct you are raising

If you have had performance conversations, expect them to be raised in response. Address them briefly and factually — when they happened, what was agreed — and explain why you believe the conduct you are describing is separate. If you believe the two are connected, say so as your view, not as an established fact.

The power imbalance, and what to ask for

Because your manager controls your work, rota, appraisal and often your leave, it is reasonable to ask how the grievance will be handled while you continue to report to them. You might ask for the investigation to be handled by someone outside your line, for interim reporting arrangements, or for confirmation of who will see the letter.

Evidence you may already have

Calendar invitations and cancellations, chat messages, task-allocation systems, rotas, appraisal documents, and emails where you raised something at the time. List what you can provide rather than attaching everything.

Common mistakes

• • Writing about how you feel about your manager rather than what happened on which dates.
• • Using words such as bullying, harassment or discrimination as conclusions rather than describing the conduct.
• • Including events you cannot place in time — mark them clearly as approximate instead.
• • Sending it to the whole management team, which usually makes the process harder.
• • Threatening resignation or a tribunal in the letter itself.
• • Leaving out the outcome you want, so the employer decides it for you.