How to raise a grievance Without a Union Rep or Solicitor
Introduction
If you are dealing with a serious problem at work without the support of a trade union or solicitor, raising a formal grievance can feel daunting.
You may be worried about saying the wrong thing, missing important evidence, dealing with HR on your own, or damaging your position if the dispute later becomes more serious.
The important thing to understand is that you can raise a workplace grievance yourself. You do not need a solicitor or trade union representative to submit a formal grievance.
What matters is how you prepare it.
A strong grievance should clearly explain what happened, identify the key events and people involved, refer to relevant evidence, explain the impact on you and tell your employer what you would like them to do.
This guide explains how to raise a grievance without a union representative or solicitor and how to prepare your case before you submit it.
Can I Submit a Formal Grievance Without a Union Rep or Solicitor in the UK?
Yes. You can raise a formal workplace grievance yourself without instructing a solicitor or being represented by a trade union.
The ACAS Code of Practice sets out principles employers and employees should follow when dealing with workplace grievances. A formal grievance should normally be raised in writing and employers should deal with grievance issues fairly and without unreasonable delay.
You should not assume that being unrepresented means your grievance will automatically be weaker.
The quality of your preparation can make an enormous difference. A clear chronology, well-organised evidence and a factual grievance letter can make it much easier for the person investigating your complaint to understand exactly what has happened.
What are your legal rights when raising a UK grievance without a union rep?
Being without a solicitor or union representative does not prevent you from using your employer's formal grievance procedure.
Once a formal grievance has been raised, your employer should follow a fair procedure. This will normally involve considering your complaint, holding a grievance meeting where appropriate, investigating the relevant issues and communicating the outcome to you.
You should also check your employer's own grievance policy because it may contain additional procedures, timescales and appeal rights.
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Steps to raise a grievance Without Representation
1
Try to Resolve the Issue Informally
Before submitting a formal grievance, many employers encourage employees to discuss concerns informally where appropriate.
This might involve:
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Speaking directly with the person involved
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Discussing the issue with your line manager
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Seeking support from HR
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Requesting mediation
Not every situation is suitable for informal resolution. Serious issues such as discrimination, harassment, bullying, or victimisation may require immediate formal action.
2
Gather Evidence
Before raising a grievance, collect any information that supports your concerns.
Useful evidence may include:
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Emails
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Messages
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Meeting notes
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Performance reviews
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Witness details
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Screenshots
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Diary entries documenting incidents
Create a timeline showing:
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What happened
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When it happened
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Who was involved
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How the issue affected you
A clear timeline often makes it easier for your employer to investigate your concerns.
3
Review Your Employer's Grievance Policy
Most organisations have a grievance procedure outlined in:
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Employee handbooks
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HR policies
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Staff intranet resources
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Employment contracts
Review the process carefully to understand:
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Who grievances should be submitted to
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Timescales
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Investigation procedures
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Appeal rights
If the grievance involves your manager, the policy may allow you to submit it directly to HR or a more senior manager.
6
Review Your Employer's Grievance Policy
Your employer will usually arrange a grievance meeting to discuss your concerns.
Before the meeting:
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Review your evidence
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Prepare key points
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Bring relevant documents
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Consider questions you may be asked
You may have the right to be accompanied by a trade union representative or workplace colleague.
5
Gather Evidence
Submit your grievance in accordance with your organisation's policy.
This is typically done through:
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HR
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Your manager
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A senior manager
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A designated grievance contact
Retain a copy of everything you submit.
4
Write Your Grievance Letter
Your grievance should clearly explain:
The issue
Describe what has happened and who was involved.
The impact
Explain how the situation has affected you professionally and personally.
Supporting evidence
Reference any documents, emails, or witnesses.
Desired outcome
State what you would like your employer to do to resolve the issue.
Keep your language professional, factual, and focused on events rather than assumptions or emotions.
Investigation and Outcome
Following the meeting, your employer should investigate the concerns raised.
This may involve:
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Interviewing witnesses
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Reviewing documents
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Conducting further meetings
You should receive a written outcome explaining:
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The findings
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Any actions taken
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The reasons for the decision
What If You Disagree With the Outcome?
If you believe the grievance outcome is unfair or incomplete, you may be able to appeal.
An appeal may be appropriate if:
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Relevant evidence was not considered
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Procedures were not followed
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The investigation was inadequate
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New evidence becomes available
Most employers include appeal rights within their grievance procedure.
Common Mistakes to Avoid
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Waiting too long before raising concerns
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Submitting emotional rather than factual complaints
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Failing to gather evidence
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Ignoring company procedures
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Making accusations without supporting information
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Not keeping records of communications
Raising a Grievance Without a Union or Solicitor: How Marcas Can Help
When you do not have a union representative or solicitor helping you, one of the hardest parts is turning months of workplace events, emails and conversations into a structured case.
Marcas is designed to help employees organise that process.
"I don't know how to write my grievance."
Marcas can help you structure your grievance into a clear, professional document, identifying the important events, evidence and outcomes you want your employer to consider.
"I have lots of evidence but don't know what matters."
Marcas helps you organise your evidence and chronology so you can connect documents to the issues you are raising rather than submitting an unstructured collection of emails and screenshots.
"I think my employer has information I haven't seen."
Where appropriate, Marcas can help you prepare a Data Subject Access Request to request access to personal data held about you.
"I'm worried about attending the grievance meeting alone."
Marcas can help you prepare your key points, evidence and questions in advance so you have a structured reference point for the meeting.
"HR has rejected my grievance and I don't know what to do next."
Marcas can help you review the outcome against the issues you raised and organise potential grounds for an internal appeal.
Marcas is not a substitute for a solicitor or trade union and does not provide legal representation. Its purpose is to help you organise, prepare and present your workplace case more effectively when you are navigating the process yourself.
Frequently Asked Questions About Raising a Grievance Without a Union or Solicitor
Do I need a solicitor to raise a grievance at work?
No. You can raise your own workplace grievance. You should follow your employer's grievance procedure and the principles contained in the ACAS Code of Practice.
Do I need to belong to a union to raise a grievance?
No. Trade union membership is not a requirement for raising a formal workplace grievance.
Can HR refuse my grievance because I don't have a representative?
Your lack of a solicitor or trade union representative is not, by itself, a reason for an employer to disregard a formal grievance. Employers should deal with grievances fairly and follow an appropriate procedure.
Can a solicitor attend my grievance meeting?
There is not generally an automatic statutory right to have a solicitor accompany you at an internal grievance hearing. Your employer may allow this under its policies or at its discretion. Check your grievance procedure..
Who can accompany me if I don't have a union representative?
Where the statutory right to be accompanied applies, you can normally choose a workplace colleague instead of a trade union representative or official.
Should I raise a grievance before going to an Employment Tribunal?
Using an employer's grievance procedure can be important, but you should not assume that doing so extends the deadline for an Employment Tribunal claim. Check any potential limitation date separately and consider ACAS Early Conciliation where applicable.
Can I raise a grievance while I am off sick?
Being absent from work does not automatically prevent you from raising a grievance. If a health condition affects your ability to participate in the procedure, you may also need to discuss appropriate adjustments with your employer.
What happens if my grievance is rejected?
Read the written outcome carefully and check your employer's grievance procedure for the right to appeal. An appeal may be appropriate where important evidence was overlooked, factual findings are incorrect, the procedure was unfair, relevant issues were not investigated or new evidence has become available.
You Don't Have to Build Your Grievance Case From Scratch
Raising a grievance without a solicitor or union representative does not mean you have to approach the process unprepared.
The strength of your grievance often comes down to three things: a clear chronology, relevant evidence and a professionally structured explanation of what happened.
Marcas helps you bring those pieces together before you submit your grievance.
Run Your Free Case Health Check to identify gaps in your case and understand what you may need to organise before submitting your formal grievance.