When something goes wrong at work – an adjustment refused, unfair treatment, a disciplinary process that feels targeted, a dismissal – it can be hard to know where to start.
This section helps you understand what your options are, what steps to take, and how to protect your position from the outset.
Where you are in the process matters
The right next step depends on where things currently stand. Most disputes with an employer follow a rough sequence, though not every situation goes through every stage.
Something has gone wrong and you haven’t responded formally yet Start with the two pages in this section. Understanding how to raise a grievance and how to keep records from the beginning will put you in a much stronger position, whatever happens next.
You’ve already raised concerns informally but nothing has changed A formal grievance is usually the right next step. Read the grievance page before you write anything.
Your employer has started a disciplinary or capability process This is more urgent. A grievance may still be relevant, but you need to think carefully about the interaction between the two processes. Get advice before the next hearing if you can.
You are approaching or past the point where Tribunal proceedings are necessary See the Employment Tribunal Claims section for Early Conciliation, ET1 drafting, and case management. Time limits apply and missing them can end your claim.
Start here
How to raise a grievance
A formal grievance is usually the first step when your employer has failed you — whether that’s a refused adjustment, discriminatory treatment, or a process that has been handled unfairly. This page explains when to use one, what to include, and how to give yourself the best chance of a useful outcome.
Keeping records
Good records are one of the most important things you can have in a dispute. This page covers what to document, how to store it securely, and what to do if you haven’t been keeping records until now.
A note on timing
One of the most common mistakes in workplace disputes is leaving things too long before taking formal steps.
Informal conversations feel easier, and it is natural to hope that things will resolve themselves. But delay can cost you. Evidence becomes harder to gather. Witnesses’ memories fade. And Employment Tribunal time limits — three months, less one day from the act complained of — run from the events themselves, not from when you decided to do something about them.
You do not have to have decided to bring a Tribunal claim before raising a grievance or starting to keep records. Taking these steps early keeps your options open. Waiting closes them.
Getting support
You do not have to go through this alone. DWU members can access drop-in advice clinics and expert support for workplace disputes.
If you are not yet a member, join DWU to access support.
This section provides legal information, not legal advice. It reflects the law in England, Scotland, and Wales.