NHS Grievance Letter Pack
Thinking of raising a grievance, or already in the process? Check how prepared you are for free, see what usually happens next and where the time limits are, then unlock a formal letter, an evidence index and a briefing note for your rep.
New to this? Start with our guide to the NHS grievance procedure. If your concern is about patient safety, read NHS whistleblowing rights. Last updated October 2026.
Short answer
Gov.uk and ACAS expect you to try to sort a problem out informally first where that is realistic. If that does not work, you can raise a formal grievance in writing, setting out the nature of your concern. The ACAS Code says the employer should then hold a meeting without unreasonable delay, you can be accompanied by a trade union representative or a work colleague, and you should get a written decision and a right to appeal. Neither the NHS Handbook nor the ACAS Code sets a fixed number of days for the trust's internal steps, and your trust's own policy always takes precedence. The readiness check on this page is free. The documents are a one-off £9.99, with no subscription and 90 days of access.
⚠This is not legal advice
This tool and its documents are general guidance based on the ACAS Code, gov.uk, the NHS Terms and Conditions of Service Handbook and our own guides. They are not legal, HR or employment advice and cannot take account of your trust's own grievance policy or the facts of your case. Speak to your trade union or staff-side representative before you send or say anything, and use the documents only as drafts. They never predict an outcome and never say that anyone has acted unlawfully. FrontlinePay is independent and is not affiliated with ACAS, any NHS trust or any trade union.
About you and where you are
Everything stays in your browser and is never sent to us. Your answers are saved in this browser so they are still here after checkout. Use "Clear my answers" to remove them, especially on a shared computer.
Only two answers are needed for the free check: where you are in the process and what your concern is about. The rest makes your documents more specific, and you can come back to it. See a worked example of the documents.
HR or a manager named in your trust's policy. If left blank, the letter has a placeholder.
Your union rep or the colleague who will accompany you.
A short phrase for the subject line, such as "rota changes at short notice".
A union rep, or a work colleague who has agreed to accompany you.
What happened (1 of 6 events)
Add up to 6 events, each with a date. Dated, specific events are easier to follow than general statements. Describe what happened, not why you think anyone did it.
Factual and brief: your work, wellbeing, attendance or working relationships.
For example a change to working arrangements, a review of a decision, an acknowledgement, mediation or support. A specific request is easier to answer.
Free worked example. Fictional person and trust
Example: grievance letter, evidence index and meeting preparation
Sam Rowe, a Band 6 physiotherapist at a made-up trust, has had rota changes at short notice, raised it informally with a line manager and wants to put a formal grievance in writing.
Everything below was produced by the pack itself from those made-up details. It is an example only: the names, trust and facts are invented, and your own documents are built from your own answers. Square brackets mark the places you fill in or check yourself.
Formal grievance letterExample
What happened, dates, impact and the resolution you are asking for, in a calm, factual letter that sticks to your own account.
[Delete before sending: send this to the person named in your trust's grievance policy, who should not be the person the grievance is about. Keep a copy and note when and how you sent it.] [Your address] [Your email address and phone number] 14 October 2026 Jo Marsh Example NHS Foundation Trust Dear Jo Marsh, Subject: Formal grievance - Sam Rowe, Physiotherapist - rota changes at short notice, without an explanation I am writing to raise a formal grievance in line with Example NHS Foundation Trust's grievance procedure. I have set out below what happened, the dates, how it has affected me and what I am asking for. The concern is about: Pay, hours or my rota. In short: rota changes at short notice, without an explanation. I tried to resolve this informally first. On 18 September 2026 I spoke to my line manager, Morgan Hale, and asked for rota changes to be given with at least two weeks' notice. He said he would look at it, and the rota was changed again on 2 October without notice. This did not resolve my concern. Because the matters involve my line manager, I would be grateful if you could confirm who will deal with this grievance and that it will be someone who is not directly involved in the matters I describe. What happened Event 1 - 4 September 2026 My rota for the week of 7 September was changed on the Friday before, moving me from Tuesday to Thursday. I was told by text message and not asked first. People involved or present: Morgan Hale (line manager) Evidence: Text message from 4 September; original and amended rota Event 2 - 2 October 2026 On 2 October I was told at 16:40 that I would be moved from the outpatient clinic to the ward for the following morning. People involved or present: Morgan Hale; Priya Shah (colleague, present) Evidence: Email sent at 16:40 on 2 October; amended rota How this has affected me I have had to rearrange childcare at short notice each time, and on 2 October I could not cover a clinic I was moved to. I feel anxious about opening the rota each week. What I am asking for I would like a written explanation of why the changes were made, an agreed minimum notice period for rota changes, and confirmation of how any future changes will be communicated. Next steps I would be grateful if you could: - acknowledge this grievance in writing and confirm who will handle it; - send me a copy of the grievance policy and the expected timescales; - arrange a meeting to discuss it, which I would like to attend with my representative, Dana Reid. I understand I have a statutory right to be accompanied at a formal grievance meeting; and - tell me how to share further documents, and who I can contact about support while this is considered. [Delete if not wanted: I am also open to mediation or an informal discussion if you think it would help resolve this.] This letter is based on my own recollection and the documents listed in the attached evidence index. It is not intended to say anything about anyone's motives or intentions, and I will provide more information on request. Yours sincerely, Sam Rowe Physiotherapist, Band 6 [cc: my trade union representative - delete if not needed] [Delete this line before sending: check every bracketed item, check your trust's own grievance policy and have your union or staff-side rep read it first.]
Evidence indexExample
Your events and evidence in numbered order, with who holds each item and what is still to gather, ready to attach to your letter.
EVIDENCE INDEX Sam Rowe, Example NHS Foundation Trust - prepared 14 October 2026 Use this to keep your evidence in one place and to attach to your grievance. Number every item so the meeting can refer to it by number. Delete items you do not need. Rules for what goes in: only include documents you are entitled to hold, such as your own rota, your payslips, emails and messages sent to or from you at work, meeting notes and your own dated log. Never include patient-identifiable information. If a document is held by the trust, list it under 'Held by the trust' and ask for it in your letter instead of copying it. A. Evidence for each event Event 1 - 4 September 2026: My rota for the week of 7 September was changed on the Friday before, moving me from Tuesday to Thursday. I w... People involved or present: Morgan Hale (line manager) 1.1 Text message from 4 September | date: [date] | held by: [me / the trust / a colleague] | status: [have a copy / need to request] 1.2 original and amended rota | date: [date] | held by: [me / the trust / a colleague] | status: [have a copy / need to request] Event 2 - 2 October 2026: On 2 October I was told at 16:40 that I would be moved from the outpatient clinic to the ward for the followi... People involved or present: Morgan Hale; Priya Shah (colleague, present) 2.1 Email sent at 16:40 on 2 October | date: [date] | held by: [me / the trust / a colleague] | status: [have a copy / need to request] 2.2 amended rota | date: [date] | held by: [me / the trust / a colleague] | status: [have a copy / need to request] B. Other evidence worth looking for [ ] Rotas, timesheets or duty lists for the dates concerned. [ ] Work emails and messages sent to or from you about the matters. [ ] Notes or minutes from one-to-ones, team meetings or appraisals that mention them. [ ] Letters or emails from HR, occupational health or management about you. [ ] Your contract, job description and any relevant policy. [ ] Training or competency records, if the concern involves them. [ ] Your own dated log of events, written at the time. C. Held by the trust (to ask for in your letter) [List any document or record you think the trust holds that is relevant, for example notes of a meeting, emails between managers about you, or an earlier informal discussion. Ask HR or your rep how to request copies.] D. People who may be able to speak to what happened [Name, role, which event they know about, and whether they have agreed to be named. Do not name colleagues unless you are sure they are comfortable with it.] E. Gaps and next steps [ ] Keep the originals safe and give copies to your rep. [Delete this line before sending: check every bracketed item, check your trust's own grievance policy and have your union or staff-side rep read it first.]
Letter requesting the policy, timescales and meeting arrangementsExample
A polite request for the grievance policy, who will handle it, the trust's timescales, hearing arrangements and your right to be accompanied.
[Your address] [Your email address and phone number] 14 October 2026 Jo Marsh Example NHS Foundation Trust Dear Jo Marsh, Subject: Request for the grievance policy - Sam Rowe, Physiotherapist I am considering raising a formal grievance. Before I do, I would be grateful for the following information in writing so that I follow the trust's process properly. 1. A copy of the trust's grievance policy and procedure. 2. The name and role of the person who will deal with the grievance. As the matters involve my line manager, please confirm that it will be someone who is not directly involved. 3. The trust's expected timescales for each stage: acknowledgement, any investigation, the meeting, the written outcome and any appeal. I understand the ACAS Code asks for each stage to happen without unreasonable delay, and that the trust's own policy may set specific targets. 4. Whether an investigation is likely, who would carry it out, and whether I will see any witness statements or the investigation report before the meeting. 5. How the meeting will run: who will hear the grievance, who else will attend, where and when it will take place, and whether it can be held online if that is easier. 6. Confirmation that I may be accompanied by my representative, Dana Reid, as I understand I have a statutory right to be accompanied at a formal grievance meeting by a trade union representative or a work colleague, and that the date and time can accommodate them. 7. Whether an official record of the meeting will be kept, and whether I will receive a copy. 8. Whether mediation or another informal route is available if it would help, and the support available to me while the process is under way, including who I can contact if I have concerns about how I am treated meanwhile. 9. The appeals process, including how long I would have to appeal an outcome. I would be grateful for a reply by [date - please allow a reasonable period for this to be gathered]. If that is difficult, please let me know when I can expect it. This letter asks for information so that I can take part fairly. It does not add to or change what I have said, or will say, in my grievance. Thank you for your help. Yours sincerely, Sam Rowe Physiotherapist, Band 6 [cc: my trade union representative - delete if not needed] [Delete this line before sending: check every bracketed item, check your trust's own grievance policy and have your union or staff-side rep read it first.]
Meeting preparation: statement and questionsExample
A short opening statement, your points in date order, questions you may be asked and questions to ask, so you are not working from memory in the room.
MEETING PREPARATION: MY STATEMENT AND QUESTIONS Sam Rowe, Example NHS Foundation Trust - prepared 14 October 2026 Stage: I am ready to put a formal grievance in writing [Delete before use: this is for you to read and rehearse, not to hand over unless you choose to. Your companion can put and sum up your case, respond to points and confer with you, but cannot answer questions put directly to you, so you will need to answer those yourself. Read it through with your rep.] A. My opening (about one minute) "Thank you for meeting me. This grievance is about rota changes at short notice, without an explanation. I would like to take you through what happened in date order, say how it has affected me, and explain what I am hoping for. I have an evidence index and I am happy to answer questions." B. My points in date order Event 1 - 4 September 2026 What happened: My rota for the week of 7 September was changed on the Friday before, moving me from Tuesday to Thursday. I was told by text message and not asked first. Who was there: Morgan Hale (line manager) Evidence: Text message from 4 September; original and amended rota In one sentence, the effect on me or my work: [add] Event 2 - 2 October 2026 What happened: On 2 October I was told at 16:40 that I would be moved from the outpatient clinic to the ward for the following morning. Who was there: Morgan Hale; Priya Shah (colleague, present) Evidence: Email sent at 16:40 on 2 October; amended rota In one sentence, the effect on me or my work: [add] C. What I am asking for I would like a written explanation of why the changes were made, an agreed minimum notice period for rota changes, and confirmation of how any future changes will be communicated. D. Questions I may be asked, and notes for my answers [ ] What have you done to try to resolve this informally, and what happened? [your notes] [ ] Can you give me the dates and who was present? [your notes] [ ] Is there anything in writing that supports this? [your notes] [ ] Who else knows about this and would be willing to speak to it? [your notes] [ ] What would resolve this for you? [your notes] [ ] Is there anything the other person or the trust might say happened differently? [your notes: stay factual and avoid guessing at their motives] E. Questions I want to ask [ ] Who will decide this grievance, and are they independent of the matters raised? [ ] Will there be an investigation? Who will carry it out and when? [ ] Will I see witness statements or any investigation report, and when? [ ] When can I expect the outcome in writing? (The ACAS Code asks for it without unreasonable delay.) [ ] What is the appeal route and deadline, and who hears an appeal? (The ACAS Code says a manager not previously involved.) [ ] Will an official record be kept and will I get a copy? [ ] What support is available to me while this is under way, and who do I contact if I have concerns about how I am treated? [ ] How will working arrangements be handled in the meantime, given the matters involve my line manager? F. Ground rules for myself [ ] Stay calm and factual: say what I saw, heard and experienced, in order. [ ] Describe what happened rather than guessing at why anyone did it. [ ] Answer the question I am asked. If I do not know or cannot remember, say so. [ ] Ask for a question to be repeated or for a short break to confer with my companion. [ ] Refer to the numbered items in my evidence index. [ ] If I want to record the meeting, ask for agreement in advance. Never record covertly. G. Before I leave [ ] Confirm what happens next and by when, including when I will get the outcome in writing. [ ] Confirm what I have been asked to send afterwards, and the date. [ ] Confirm the appeal route and deadline. [ ] Within a day, write down what was said while I remember it, and ask my companion to do the same. [Space for your own notes] [Delete this line before sending: check every bracketed item, check your trust's own grievance policy and have your union or staff-side rep read it first.]
Representative briefing noteExample
A one-page summary for your rep: timeline, what you are asking for, evidence held and missing, and what you want from them.
BRIEFING NOTE FOR MY REPRESENTATIVE Prepared 14 October 2026 Member: Sam Rowe, Physiotherapist, Band 6 Trust: Example NHS Foundation Trust Stage: I am ready to put a formal grievance in writing Formal grievance sent: 15 October 2026 Most recent letter from the trust: [date] 1. Summary The concern is about: Pay, hours or my rota. In a few words: rota changes at short notice, without an explanation Is the grievance about my line manager: Yes Informal attempt: Yes, not resolved - On 18 September 2026 I spoke to my line manager, Morgan Hale, and asked for rota changes to be given with at least two weeks' notice. He said he would look at it, and the rota was changed again on 2 October without notice. 2. Timeline and key dates - 4 September 2026: Event 1: My rota for the week of 7 September was changed on the Friday before, moving me... - 2 October 2026: Event 2: On 2 October I was told at 16:40 that I would be moved from the outpatient clin... - 15 October 2026: Formal grievance sent (or planned) 3. What I am asking for I would like a written explanation of why the changes were made, an agreed minimum notice period for rota changes, and confirmation of how any future changes will be communicated. 4. Paperwork and arrangements - Copy of the trust's grievance policy: Yes - Representative: Dana Reid - Dated notes kept: Yes 5. Evidence Held or identified by me: - Event 1: Text message from 4 September; original and amended rota - Event 2: Email sent at 16:40 on 2 October; amended rota Missing or still to request: - Documents held by the trust that I may need to ask for People involved or present: - Event 1: Morgan Hale (line manager) - Event 2: Morgan Hale; Priya Shah (colleague, present) 6. What I would like from you - Advice on whether a grievance is the right route, or whether another policy (dignity at work, Freedom to Speak Up, or a separate process) fits better. - To read my letter before I send it, and accompany me at the meeting. - To check what my trust's policy says about timescales, who hears the grievance and the appeal route. - Advice on how to handle working arrangements while the grievance involves my line manager. - [Anything else you want to ask, or particular worries] [Delete this line before sending: check every bracketed item, check your trust's own grievance policy and have your union or staff-side rep read it first.]
Appeal outline (for later, if needed)Example
A skeleton only, clearly labelled, for if you need to appeal after an outcome. Do not send it now.
APPEAL OUTLINE - FOR LATER, IF YOU NEED IT This is a skeleton only. Do not send it now. You can only appeal once you have an outcome. The ACAS Code says an employee who is not satisfied can appeal in writing, and that the appeal should be heard by a manager who has not previously been involved in the case. IMPORTANT: Confirm your trust's appeal deadline and how to submit an appeal before you do anything else. Appeal windows are often short, and your policy or outcome letter sets the number of days. Ask your union rep to read this before you send it. An appeal is generally not a full re-run of the grievance. It usually looks at whether the process was followed fairly and whether the outcome was reasonable given the evidence. [Your address] 14 October 2026 [Name and job title of the person to send the appeal to - check your outcome letter and the policy] Example NHS Foundation Trust Subject: Appeal against the grievance outcome - Sam Rowe, Physiotherapist Dear [name], I am writing to appeal against the outcome of my grievance, confirmed in your letter of [date]. The outcome was [summarise the outcome]. My grounds are as follows. Ground 1: The process was not followed fairly [Say what was not fair, with dates and specifics: for example delay, being unable to be accompanied, not being told who was deciding it, or the trust's own policy not being followed. Include only what is true.] Ground 2: Relevant evidence was not taken into account Event 1: My rota for the week of 7 September was changed on the Friday before, moving me from Tuesday to Thursday. I was told by text message and no... [Say whether this evidence was considered: Text message from 4 September; original and amended rota. Delete if it was.] Event 2: On 2 October I was told at 16:40 that I would be moved from the outpatient clinic to the ward for the following morning. [Say whether this evidence was considered: Email sent at 16:40 on 2 October; amended rota. Delete if it was.] Ground 3: The outcome was not reasonable given the evidence [Explain, point by point, why the conclusions reached do not follow from the evidence. Stick to facts and avoid guessing at anyone's motives.] Ground 4: The action proposed does not address my concern In my grievance I asked for the following: "I would like a written explanation of why the changes were made, an agreed minimum notice period for rota changes, and confirmation of how any future changes will be communicated." [Say how the outcome falls short of this, or delete this ground if it does not.] Ground 5: New information [delete if none] [Describe any relevant information that was not available at the time of the original decision, and why.] What I am asking for: [for example that the outcome is reviewed, a different conclusion reached, or different action taken]. I would like to be accompanied by [name of your representative] at any appeal meeting, and I understand the appeal should be heard by a manager who has not previously been involved. Please send me copies of the documents the appeal will consider. Yours sincerely, Sam Rowe [Delete this line before sending: check every bracketed item, check your trust's own grievance policy and have your union or staff-side rep read it first.]
What you get
The free part scores how prepared you are on eight signals, such as whether you have considered informal resolution, have the policy, have written down dated events and know what you are asking for. It counts down your key dates, shows what usually happens at your stage with sources, and prompts you to check the standard tribunal time limit from your event dates. It never predicts an outcome. The paid pack turns your own answers into six documents you can edit, copy or print:
| Document | What it does |
|---|---|
| Formal grievance letter | Your events in date order, the impact on you and the resolution you are asking for, in a calm, factual letter that sticks to your own account and asks which policy applies where relevant. |
| Evidence index | Your events and evidence in numbered order, with who holds each item and what is still to gather, and a reminder of what must never be included. |
| Letter requesting the policy, timescales and meeting arrangements | Politely asks for the policy, who will handle it, the trust's timescales, how the meeting will run and confirmation of your right to be accompanied. If you have an outcome, it asks for the reasons, the evidence relied on and the appeal details instead. |
| Meeting preparation: statement and questions | A one-minute opening, your points in date order, questions you may be asked and questions to ask, so you are not working from memory in the room. |
| Representative briefing note | A one-page summary for your rep: timeline, what you are asking for, evidence held and missing, and what you want from them. |
| Appeal letter draft or outline | With an outcome, a draft built around process, evidence and whether the outcome was reasonable, as the ACAS Code describes appeals. Earlier, a clearly labelled outline for later. |
Every document is polite and factual, uses today's date and leaves bracketed placeholders for anything we do not know. None of them accuses anyone of anything beyond what you state yourself, or says your employer has acted unlawfully. Your answers stay in your browser and are not sent to us. The pack costs £9.99 once, gives 90 days of access and does not renew.
What goes in an NHS grievance letter
There is no single form, because each trust's policy sets its own, but the ACAS Code says the employee should let the employer know the nature of the grievance in writing. These headings cover what most trusts expect, and the free outline below is a starting point you can use today:
- Who you are and what the concern is about. Your name, job title, department and a short description in a sentence or two.
- What you have tried. If you tried to resolve it informally, say when, with whom and what happened. If you did not, say briefly why, for example because it concerns your line manager.
- What happened, in date order. Each event with its date, who was involved or present and what evidence you have. Facts first.
- How it has affected you. Brief and factual: your work, wellbeing, attendance or working relationships.
- What you are asking for. A specific outcome, such as a change to working arrangements, a review of a decision, an acknowledgement, mediation or support.
- What you would like next. Acknowledgement, who will handle it, a copy of the policy and timescales, and a meeting at which you can be accompanied.
Keep to what you saw, heard and experienced. A letter that describes events and says what you want is easier for the person handling it to act on than one that speculates about motives. The pack's letter is written this way and ends by saying it is based on your own recollection and is not intended to say anything about anyone's motives.
Try informal resolution first, where it is realistic
Gov.uk says that if you have tried solving a problem or concern informally by talking to your manager but are not satisfied, you can make a formal grievance complaint in writing. The ACAS Code expects informal routes first where that is realistic. That does not mean you must always attempt one: if the concern is about your own line manager, or it would not feel appropriate or safe, go straight to a formal letter and say briefly why. Gov.uk also lists mediation as something that can take place at any point in a dispute, so it is reasonable to ask whether your trust offers it. Our grievance procedure guide covers when informal resolution works and when it does not.
The formal process, stage by stage
Your trust's own policy sets the detail, but the ACAS Code sets the minimum standard the process should follow:
- You raise the grievance in writing, setting out its nature, to the person named in your policy.
- A meeting. The employer should arrange it without unreasonable delay after receiving the grievance. You can explain your concerns and say how you think they could be resolved, and you have a statutory right to be accompanied.
- A decision in writing, without unreasonable delay, setting out any action the employer intends to take.
- An appeal. If you are not satisfied, you can appeal in writing. It should be heard promptly by a manager who has not previously been involved in the case, and you can be accompanied again.
- The appeal outcome in writing, without unreasonable delay.
An investigation may take place between the first two stages, depending on the trust's policy. ACAS also says the employee should raise the grievance as soon as they can and take any actions expected of them promptly.
Time limits: what the sources state, and what they do not
| Question | What we found |
|---|---|
| How long before the meeting? | "Without unreasonable delay" (ACAS Code). No fixed number of days. Your trust's policy may set targets, so ask. |
| How long for the decision? | "Without unreasonable delay", in writing (ACAS Code). No fixed number of days. |
| How long to raise a grievance? | ACAS says to raise it as soon as you can. We found no fixed internal deadline in the NHS Handbook or the ACAS Code. |
| How long to appeal? | Set by your trust's policy and outcome letter, and often short. Our guide gives no standard figure, so check yours the day you receive the outcome. |
| Tribunal time limit | ACAS says 6 months minus 1 day for most claims where the problem happened on or after 1 October 2026, and that the earlier three-month limit applied to most claims before then. Notifying ACAS for early conciliation within the limit pauses the clock. |
| Does a grievance or appeal pause the tribunal limit? | No. ACAS says going through grievance, disciplinary or appeal procedures does not change your time limit. |
The tribunal row only matters if what you describe could become a legal claim, which many grievances do not. The free check counts the standard limit from the dates of your events so you can see whether it is worth asking ACAS (free) or your union now. We have not checked any transitional rules for events before 1 October 2026, and different claims can count from different events, so treat the dates as a prompt and not a calculation to rely on.
Grievance, dignity at work or whistleblowing: which one is it?
Which route fits depends on what your concern is about. The NHS Terms and Conditions of Service Handbook (section 32) says the procedure for complaints about bullying and harassment should be seen as separate and different from the grievance procedure. Among other things it says complainants may choose to deal with a complaint informally, complaints should be taken seriously and investigated promptly, there should be rights of representation similar to the grievance procedure and a right of appeal, there should be specific provision where the alleged harasser manages the complainant, and no one should suffer victimisation for making a complaint under the policy. Section 32 also says employers should have a freedom to speak up policy so staff can raise concerns without adverse consequences. If your concern is mainly about patient safety, that is a different route from a personal grievance, which our whistleblowing guide explains. If you are unsure, ask HR which policy applies. The pack's letter asks exactly that where it is relevant.
Your right to be accompanied
Under section 10 of the Employment Relations Act 1999 you can reasonably ask to be accompanied at a formal grievance meeting by a trade union representative, a certified trade union official or a work colleague. They can put and sum up your case, respond to points and confer with you, but cannot answer questions put directly to you. If your chosen companion cannot make the date, the ACAS Code says you can propose another time that is reasonable and no more than five working days after the original date. Our guide to NHS staff representation explains which unions and bodies can help.
Appealing a grievance outcome
If you receive an outcome you are not satisfied with, check the deadline and how to submit an appeal in your outcome letter or policy the same day. The ACAS Code says an appeal is made in writing and heard promptly by a manager not previously involved. Appeals usually focus on whether the process was followed fairly, whether relevant evidence was considered and whether the outcome was reasonable given the evidence, and not on re-running everything. The pack includes an appeal draft built on those grounds, with prompts for your specifics, and a reminder that an internal appeal does not change a tribunal time limit.
Before you send anything
Read your trust's own grievance policy, because who receives it, forms and timescales differ between trusts. Contact your trade union representative first if you can. Keep patient-identifiable information out of everything you write, and only attach documents you are entitled to hold. A grievance can take weeks or months, so look after yourself while it runs: our guide to work-related stress covers what a trust should be doing and where to get support. If a disciplinary process is also running, the two are separate, and our Disciplinary Hearing Pack helps with that side.
Sources
- ACAS Code of Practice on disciplinary and grievance procedures (grievance section)
- ACAS: formal grievance procedure, step by step
- Gov.uk: raising a grievance at work
- ACAS: employment tribunal time limits
- Employment Relations Act 1999, section 10 (right to be accompanied)
- Trade Union and Labour Relations (Consolidation) Act 1992, section 207A
- NHS Terms and Conditions of Service Handbook, section 32 (dignity at work), from NHS Employers
- How we write and check our guidance
Why trust this tool
- ✓ Built on the ACAS Code, gov.uk guidance, the NHS Handbook (section 32) and our own grievance and whistleblowing guides
- ✓ States no deadline the sources do not state: internal steps are 'without unreasonable delay', and the appeal window is whatever your trust sets
- ✓ Shows the ACAS tribunal limit as a prompt to check, with the caveat that we have not checked transitional rules
- ✓ Tells you where trusts differ, and points you to your trust's policy and your union
- ✓ Never predicts an outcome, never accuses anyone beyond what you state yourself and never says an employer acted unlawfully
- ✓ Reminds you to keep patient-identifiable information out of your evidence
- ✓ Runs in your browser. Your details and document text are not sent to us
- ✓ Guidance last updated October 2026
Related guides & tools
NHS Grievance Procedure Explained
Informal resolution, the formal stages, appeals and how a grievance differs from other processes.
NHS Whistleblowing Rights
Legal protection for raising a public interest concern such as patient safety.
NHS Staff Representation Explained
Which unions can represent you at a meeting, and which bodies cannot.
NHS Disciplinary and Misconduct Process
The separate process where the employer raises a concern about you.
NHS Disciplinary Hearing Pack
If a disciplinary process is running alongside, prepare for that side separately.
Work-Related Stress and the HSE Management Standards
What a trust should be doing, and where to get support while a process runs.
NHS Payslip Checker
If your concern is about pay, check your payslips against what you should have been paid.
NHS Flexible Working Request Pack
If a change to your hours or pattern would solve it, a request has its own route.
NHS Bullying Complaint: Free Check and Pack
Free readiness check and routes guide (Handbook section 32), then incident log, formal complaint, evidence index, meeting prep, rep briefing and escalation letters.
Frequently asked questions
How do I write a grievance letter to the NHS? +
Do I have to try to resolve it informally first? +
Who do I send it to if the grievance is about my manager? +
How long does the trust have to deal with a grievance? +
Can I take someone with me to a grievance meeting? +
What is the difference between a grievance, a bullying and harassment complaint and whistleblowing? +
Is there a time limit for raising a grievance? +
What can I do if I am unhappy with the outcome? +
Can I be treated badly for raising a grievance? +
What evidence should I include, and what should I leave out? +
Is the ACAS Code legally binding, and what happens if the trust does not follow it? +
What do I get for £9.99, and for how long? +
Grievance policies, forms and timescales are set by individual NHS trusts, so detail varies. This page is general information, not legal, HR or employment advice. FrontlinePay is an independent site and is not affiliated with ACAS, NHS England, any NHS trust or any trade union.