How to Raise a Grievance Against Your Manager

Introduction

If your manager is treating you unfairly, behaving inappropriately, or creating difficulties in the workplace, you may feel unsure about what to do next.

Many employees worry that raising concerns about a manager could damage their career or make the situation worse. However, employers have a responsibility to investigate legitimate concerns, regardless of the seniority of the person involved.

This guide explains when you may have grounds to raise a grievance against your manager, how to prepare your complaint, and what to expect during the process

Can You Raise a Grievance Against Your Manager?

Yes.

Employees have the right to raise concerns about workplace behaviour, treatment, or decisions, even when the individual involved is their line manager.

A grievance may be appropriate if your manager's actions are having a negative impact on your work, wellbeing, or ability to perform your role.

Common Reasons Employees Raise Grievances Against Managers

Examples include:

Bullying or intimidation
Harassment
Discrimination
Victimisation
Unfair treatment
Excessive micromanagement
Public criticism or humiliation
Exclusion from meetings or opportunities
Inappropriate conduct
Retaliation after raising concerns
Failure to follow company procedures

Not every disagreement with a manager will justify a formal grievance. However, repeated patterns of behaviour or serious incidents should be taken seriously.

Signs That Formal Action May Be Necessary

You may wish to consider a formal grievance if:

Informal conversations have failed to resolve the issue.
The behaviour is continuing or escalating.
Your wellbeing is being affected.
Your career opportunities are being impacted.
You feel intimidated or unable to raise concerns directly.
The issue involves discrimination, bullying, or harassment.

Gather Evidence Before Raising a Grievance

Evidence can play an important role in helping your employer understand and investigate your concerns.

Consider gathering:

Emails
Messages
Meeting notes
Performance reviews
Witness details
Screenshots
Records of conversations
A written timeline of events

Keep records factual and objective.

Focus on what happened, when it happened, who was involved, and how it affected you.

What If Your Manager Is the Person Who Normally Handles Grievances?

Many employees worry about this situation.

If your grievance concerns your manager, you should normally follow your employer's grievance policy and submit the complaint to:

Human Resources
A senior manager
A director
Another designated grievance contact

Most organisations have procedures in place for situations where the complaint involves the employee's direct manager.

How to Write a Grievance Against a Manager

Your grievance should include:

A summary of your concerns

Clearly explain what has happened.

Specific examples

Include dates, incidents, and evidence where possible.

The impact on you

Explain how the situation has affected your work, wellbeing, or professional development.

Previous attempts to resolve the issue

Mention any informal discussions or actions already taken.

Desired outcome

Explain what resolution you are seeking.

Keep your complaint professional, factual, and focused on behaviour rather than personal opinions.

What Happens After You Submit the Grievance?

1. Acknowledge the grievance

4. Interview relevant individuals.

2. Arrange a grievance meeting.

5. Review supporting evidence.

3. Investigate the concerns.

6. Provide a written outcome.

What If You Experience Retaliation?

Employees sometimes worry about negative consequences after raising concerns.

Retaliation may include:

Being excluded from opportunities.
Unfair performance management.
Hostile treatment.
Changes to responsibilities without justification.

If you believe you are being treated unfairly because you raised a grievance, document the behaviour and seek advice as soon as possible.

What If My Grievance Is Not Upheld?

Not every grievance is upheld. If you believe your employer failed to investigate properly, ignored important evidence, or did not follow the correct procedure, you may have the right to appeal.

Your appeal should clearly explain:

Why you disagree with the outcome
Which evidence you believe was overlooked
Any procedural concerns
Any new evidence that has become available

A well-supported appeal is generally more effective than simply stating that you disagree with the decision.

Common Mistakes to Avoid

Raising concerns without evidence.
Using emotional or accusatory language.
Failing to document incidents.
Delaying action for too long.
Ignoring company procedures.
Not keeping copies of communications.

Frequently Asked Questions About Raising a Grievance Against a Manager

Can I raise a grievance against my manager?

Yes. Employees can raise formal grievances about their manager if they believe they have been treated unfairly or have experienced bullying, harassment, discrimination, victimisation, or other inappropriate workplace behaviour.

What if my manager is the person who normally handles grievances?

Most employers have an alternative reporting process when the grievance concerns your line manager. This may involve submitting your grievance to HR, a senior manager, or another designated individual.

What evidence should I include?

Useful evidence includes emails, messages, witness statements, meeting notes, screenshots, performance reviews, diary records, and a clear timeline of events.

Can I complain about my manager without losing my job?

Employees should not be treated unfairly simply because they raise a genuine grievance. If you experience retaliation after making a complaint, continue documenting incidents and raise further concerns where appropriate.

What if there are no witnesses?

Many workplace concerns occur in private. Documentary evidence, emails, messages, and detailed contemporaneous notes may still help support your grievance.

What happens after I submit a grievance?

Your employer will normally acknowledge the grievance, arrange a meeting, investigate the concerns, review evidence, interview relevant individuals, and provide a written outcome.

What if my grievance is rejected?

If you disagree with the outcome because evidence was overlooked or procedures were not followed, you may be able to submit a formal appeal.

Should I speak to my manager before raising a grievance?

Where appropriate, many employers encourage informal resolution first. However, where the issue is serious or you do not feel safe raising it directly with your manager, you may decide to submit a formal grievance immediately.

Can I raise a grievance if my manager is bullying me?

Yes. Bullying by a manager is one of the most common reasons employees raise formal grievances. Keep detailed records of incidents and gather any available evidence before submitting your complaint.

How can Marcas help me raise a grievance against my manager?

Marcas can help you assess your situation, organise evidence, build a timeline, prepare a structured grievance, draft correspondence, prepare for meetings, and understand your potential next steps.