How to raise a grievance if you are treated unfairly after a work injury

Updated: 4 Oct, 2025
By Chris Salmon

If you are treated unfairly at work after suffering an injury, you have the right to raise a formal grievance with your employer. A grievance process is a structured way to make your employer aware of the problem and to seek a resolution.

This article explains how to raise a grievance, what steps to follow, and how employment law protects you.

At a glance

  • You can raise a grievance if you are treated unfairly after an injury at work.
  • Employers must follow the ACAS Code of Practice when handling grievances.
  • Grievances can address discrimination, unreasonable pressure to return to work, or breaches of employment rights.
  • Keep records of all treatment, communication, and attempts to resolve issues informally.

When to raise a grievance

You may consider raising a grievance if you are:

  • Facing pressure to return to work before you are medically fit.
  • Denied reasonable adjustments recommended by your doctor or occupational health.
  • Treated differently or discriminated against because of your injury.
  • Ignored when requesting sick pay or contractual support.

Injured workers are protected under both health and safety law and the Equality Act 2010. If your injury has led to a disability, your employer is legally required to make reasonable adjustments so that you can continue working.

If you've been treated unfairly, raise a formal grievance in writing and keep copies. Follow the policy, note dates and meetings, and save emails. A good paper trail will strengthen your case.

Chris Salmon

Commercial Director
Work Accident Advice Centre

Steps to follow when raising a grievance

Step What to do
1. Keep records Record incidents of unfair treatment, including dates, people involved, and any correspondence. Medical notes and occupational health reports can also support your case.
2. Try informal resolution Raise the issue with your manager or HR informally first. Sometimes misunderstandings can be resolved without escalating the matter.
3. Submit a written grievance If informal steps fail, write a grievance letter to your employer. Set out what happened, why you feel it is unfair, and what resolution you are seeking.
4. Attend the grievance meeting Your employer must invite you to a grievance meeting. You have the right to be accompanied by a trade union representative or colleague.
5. Receive the outcome Your employer must respond in writing with the outcome and any proposed action.
6. Appeal if necessary If you are not satisfied with the outcome, you can submit a formal appeal under the ACAS Code of Practice.

Legal protections

If your grievance relates to discrimination or breaches of employment law, you may be able to escalate your case to an employment tribunal. Strict time limits apply, usually three months less one day from the date of the incident. Seeking advice from a solicitor or a trade union at this stage can be essential.

Real-world example

A warehouse worker broke his ankle after a fall at work. While recovering, his employer refused to pay contractual sick pay and pressured him to return early despite medical advice. After raising a formal grievance, supported by his GP records, the worker secured his sick pay and an agreed phased return plan.

Key takeaway

Raising a grievance ensures your concerns are formally acknowledged and dealt with. Following the correct steps and keeping detailed records will strengthen your position if the matter escalates.

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About the author

Chris Salmon is a legal commentator and co-founder of Quittance Legal Services. He has written extensively about workplace accidents, employment rights and the claims process. Chris's work has been cited in national media and he regularly contributes practical guidance to help injured workers understand their options.

More about Chris and WAAC

Last reviewed October 2025 by Chris Salmon