Get a fair outcome
Be clear about what needs to change—and why
A grievance is not only about explaining what went wrong. It is also an opportunity to tell your employer what a fair and practical resolution could look like.
You may want the behaviour to stop, a decision to be reviewed, an inaccurate record corrected or safeguards put in place.
Marcas helps you connect your concerns, evidence and requested outcomes—so your employer can clearly understand what happened and what you are asking it to do.
What is a fair grievance outcome?
A fair outcome should respond to the concerns raised, reflect the available evidence and explain what action will be taken.
This does not mean that every grievance will be upheld or that your employer must agree to every request.
A meaningful outcome should normally make clear:
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Which concerns were investigated
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What evidence was considered
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Whether each concern was upheld, partially upheld or not upheld
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The reasons for those findings
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What action will be taken where appropriate
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How the underlying workplace problem will be addressed
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Whether the situation will be reviewed or monitored
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How and when you can appeal
An outcome that simply says “your grievance is not upheld” without addressing the substance of the complaint may leave important questions unanswered.
Decide what you want before raising your grievance
Employees sometimes describe everything that happened but do not explain what they want their employer to do.
Being clear about your desired outcome helps to focus the investigation and gives your employer an opportunity to resolve the problem.
Ask yourself:
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What needs to stop?
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What needs to be corrected?
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What needs to be restored?
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What would make the workplace feel safe or workable?
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What should happen differently in the future?
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Which outcomes matter most to me?
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Which outcomes are realistic for my employer to provide?
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You can ask for more than one outcome. It can help to separate your essential outcomes from those you would prefer but could compromise on.
What outcomes can I ask for?
The appropriate outcome will depend on the problem you have raised.
An investigation and clear findings
You can ask your employer to investigate particular events, speak to relevant witnesses and reach a finding on each significant part of your grievance.
An end to the behaviour
You can ask your employer to take steps to stop bullying, harassment, exclusion, intimidation or other inappropriate conduct.
A decision to be reviewed
If you are challenging a workplace decision, you can ask your employer to reconsider it using the correct information, criteria or procedure.
This might involve a decision about:
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Duties or responsibilities
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Flexible working
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Training
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Promotion
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Pay
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Performance
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Attendance
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Workplace adjustments
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Access to opportunities
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An inaccurate record to be corrected
You can ask for inaccurate information in meeting notes, performance records, correspondence or your personnel file to be corrected or accompanied by your written response.
Responsibilities or opportunities to be restored
If duties, projects, hours or opportunities were removed unfairly, you can ask for them to be restored or for the decision to be reviewed.
Working arrangements to change
Possible changes could include:
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A different reporting line
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Clearer responsibilities
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Temporary separation from another employee
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Changes to communication arrangements
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Adjustments to duties or working conditions
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A structured return-to-work plan
Mediation or facilitated communication
Where the relationship can be repaired safely, mediation or a facilitated meeting may help the people involved agree how they will work together.
Mediation will not be appropriate in every situation, particularly where there is a serious allegation, a significant power imbalance or one party does not feel able to participate freely.
An apology or acknowledgement
You can ask your employer or an individual to acknowledge what went wrong. A meaningful apology may help restore trust, but an employer cannot always force another person to apologise.
Training or policy changes
If your grievance identifies a wider workplace problem, you can ask your employer to review a policy, improve management practices or provide relevant training.
Financial correction
If the grievance concerns unpaid wages, an incorrect deduction or another identifiable financial loss, you can ask your employer to correct the payment.
A grievance is not the same as a court or tribunal award. Any request for compensation will depend on the circumstances and how your employer chooses to respond.
Protection from further unfair treatment
You can ask your employer to explain how it will prevent retaliation, monitor the working relationship and respond if the problem continues.
Make your requested outcomes specific
Broad requests can be difficult to act upon.
Instead of writing:
“I just want to be treated fairly.”
You could write:
“I would like the allocation decision to be reviewed by a manager who was not involved, using the published selection criteria and the evidence provided with my grievance.”
Instead of writing:
“I want my manager punished.”
You could write:
“I ask the organisation to investigate the conduct described in this grievance and take appropriate action if the concerns are substantiated.”
Instead of writing:
“I want this removed from my record.”
You could write:
“I ask that the inaccurate statement in my performance review dated 12 June is corrected, or that my written response is retained alongside it.”
A specific outcome gives your employer a clear action to consider.
What outcomes might be unrealistic?
Some requests may be outside the grievance decision-maker’s authority or incompatible with a fair procedure.
Examples could include demanding that:
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Another employee is dismissed immediately
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Someone is disciplined without an investigation
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Confidential disciplinary information is disclosed to you
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Every workplace interaction is kept completely confidential
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Your employer guarantees that no future management action will ever be taken
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A particular witness is believed without their evidence being tested
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All contact with a manager or colleague ends permanently, regardless of operational requirements
You can still explain what would make you feel safe or resolve the problem. Frame the request around the result you need rather than insisting on a particular punishment.
How should my employer decide the outcome?
Your employer should consider:
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The findings of the investigation
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Evidence from all relevant sides
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What is fair and reasonable
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Its workplace policies
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How similar situations have been handled
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Whether action is needed to resolve the problem
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Whether the proposed outcome is practical and proportionate
The decision should not be based only on job title or seniority. The evidence supporting each account should be assessed fairly.
Your employer should provide the outcome in writing and explain your right to appeal.
What do “upheld”, “partially upheld” and “not upheld” mean?
Upheld
The investigator or decision-maker accepts that the concern is supported by the evidence.
Partially upheld
Some elements of the concern are accepted, but others are not. The outcome should make clear which parts were upheld and why.
Not upheld
The employer has decided that the available evidence does not support the concern.
“Not upheld” does not necessarily mean that the employer believes you acted dishonestly. It may mean there was insufficient evidence to reach the finding you requested.
The decision should still explain how the conclusion was reached.
How to review your grievance outcome
When you receive the outcome, avoid responding immediately if you are upset or disappointed.
Read the letter alongside your original grievance and ask:
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Has every material concern been addressed?
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Are the findings clear?
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Does the decision accurately reflect my evidence?
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Were relevant witnesses or documents considered?
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Did the investigator consider evidence from both sides?
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Were factual errors made?
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Were the correct policies followed?
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Do the reasons support the conclusions?
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Does the proposed action address the problem?
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Has the appeal process been explained?
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Separate disagreement with the decision from defects in the investigation, reasoning or procedure.
This will help you decide whether clarification, implementation or an appeal is the appropriate next step.
What if the outcome is confidential?
Your employer may be unable to tell you whether another employee has received a warning or other disciplinary sanction.
This does not prevent your employer from explaining:
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Whether your concerns were upheld
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What findings were reached
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Whether appropriate action is being taken
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What steps will protect you
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How the workplace problem will be resolved
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Whether the situation will be monitored
Focus on whether the outcome changes the situation rather than whether you know the confidential details of action involving another person.
What if my employer promises action but nothing changes?
Keep the written outcome and record:
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What action was promised
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Who was responsible for taking it
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When it was expected to happen
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Any follow-up communications
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Whether the behaviour or problem continued
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How the lack of action affected you
Write to the appropriate person and ask when the agreed action will be implemented.
If the outcome is not being followed, this could become part of an appeal, a follow-up grievance or another appropriate workplace process.
When should I consider an appeal?
You may wish to appeal if:
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Important evidence was ignored
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Relevant witnesses were not approached
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Part of your grievance was not addressed
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The investigation was not impartial
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The findings do not follow logically from the evidence
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The procedure was not followed
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The outcome does not address an upheld concern
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New evidence has become available
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The decision contains a significant factual error
An appeal should identify specific problems with the decision or process. It should not simply repeat the original grievance.
Check your employer’s policy immediately because the time allowed to appeal may be short.
Explain:
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Which findings you are challenging
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Why you believe they are wrong or unfair
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What evidence supports your appeal
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What procedural problems occurred
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Whether there is new evidence
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What you want to happen next
How Marcas helps you work towards a fair outcome
Marcas helps you connect what happened with the resolution you want.
You can use Marcas to:
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Organise your concerns
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Build a clear chronology
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Link evidence to individual issues
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Identify realistic outcomes
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Separate essential requests from preferences
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Prepare a professional grievance letter
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Get ready to explain your desired outcome
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Review the written grievance decision
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Identify gaps in the investigation or reasoning
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Prepare a structured appeal
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You remain in control of your case and the outcomes you request.
Frequently asked questions
Do I have to include a desired outcome in my grievance?
You can raise a grievance without specifying an outcome, but explaining what you want to happen can make it easier for your employer to understand how the problem might be resolved.
Can I ask for more than one outcome?
Yes. You can request several related outcomes. Prioritise them and explain how each request addresses a concern raised in your grievance.
Can I ask for compensation?
You can ask your employer to correct an identifiable financial loss or consider a financial resolution. Your employer is not automatically required to pay compensation simply because a grievance has been raised or upheld.
Can I ask for my manager to be disciplined?
You can ask your employer to investigate and take appropriate action. Whether disciplinary proceedings are started, and any resulting sanction, will normally be decided by the employer through a separate and fair procedure.
Should my employer explain why my grievance was rejected?
A written outcome should explain the decision sufficiently for you to understand the findings and decide whether there are grounds to appeal.
Can I appeal a partially upheld grievance?
Yes. You can challenge the parts that were not upheld or argue that the action proposed does not adequately address the upheld concerns.
Can an appeal make the outcome worse?
An appeal involves reconsidering the decision. Check your employer’s policy to understand the possible outcomes and scope of the appeal before proceeding.
What if my employer does not offer an appeal?
Ask for confirmation in writing and refer to the organisation’s grievance procedure and the Acas Code of Practice. Consider seeking guidance from Acas, your trade union or an employment law professional.