A grievance, disciplinary response or workplace appeal is easier to assess when it separates facts from conclusions and identifies the outcome being requested.
Define each issue
Use separate headings where more than one problem is involved. Identify the decision, conduct or event being challenged instead of relying on broad labels.
Connect the point to evidence
Reference relevant emails, meetings, policies, warnings, appraisals or other documents. Avoid allegations that cannot be connected to a fact or source.
Address the employer’s process
Check the applicable grievance, disciplinary, capability or appeal procedure. Note any stated time limit, right to respond, accompaniment provision or document requirement.
State the outcome sought
Explain what you want the organisation to do next. A focused remedy may include investigation of a point, correction of information, review of a decision or another realistic internal step.
Do not overlook external time limits
An internal procedure does not necessarily stop a statutory limitation period. If a potential tribunal claim may arise, prompt advice on current time limits can be important.
General information only
This article is general information rather than advice on your individual circumstances. Law and procedure can change, and the correct approach can depend on the documents, facts and deadlines in your matter.