What outcome should I ask for a grievance?
Asked by: Prof. Derick Torp | Last update: February 15, 2026Score: 4.3/5 (2 votes)
When asking for a grievance outcome, request specific, fair resolutions like an apology, policy changes (anti-bullying), mediation, training, job role adjustments (transfer, promotion, better tasks), or pay correction, focusing on practical fixes rather than just admitting fault, which rarely happens, and remember to ask what you want, as employers should ask you what would resolve the issue.
What outcome do I want from a grievance?
At the grievance meeting, you must be given the opportunity to explain what you want your employer to do. Your employer's decision should take your view into consideration, so it's important to think about what you want. Formal meetings can be unnerving; it's a good idea to take notes with you.
Is it worth appealing a grievance?
Should you appeal a grievance decision? Yes, if you are unhappy with the decision and want to remain with your employer, then it is a good idea to appeal a grievance decision.
What are the chances of winning a grievance?
Be prepared to appeal – 99% of grievances are dismissed by the employer.
Is raising a grievance serious?
If you can't sort out your complaint this way you might want to raise a formal grievance. If you end up complaining to an employment tribunal, the tribunal could reduce any compensation they award you if they think it was unreasonable that you didn't raise a grievance first.
Grievance Meetings: How to Prepare, What to Expect & Things to Avoid
How do you win a grievance?
Grievances with strong documentation and clear contract violations have good success rates. Grievances based on emotions, assumptions, or weak evidence typically fail. What helps you win: Clear evidence the employer violated your collective agreement or workplace policy.
What are the disadvantages of grievance?
When employees feel that their complaints are dismissed without being resolved, several adverse consequences may arise:
- Lower Morale: Employees who perceive that their grievances are ignored or dismissed are likely to feel undervalued. ...
- Decreased Productivity: Disengaged employees are far less productive.
What is the average grievance payout?
Lower-value claims may fall between $30,000 and $100,000, while moderate cases often settle from $100,000 to $300,000. High-damage cases—especially those involving discrimination, retaliation, or whistleblowing—can exceed $1,000,000, depending on the evidence and severity of the employer's conduct.
What are two examples of unfair treatment in the workplace?
Two examples of unfair treatment in the workplace are unequal pay for equal work, where someone earns less than colleagues for the same job (often due to gender, race, etc.), and discriminatory denial of opportunities, like being passed over for training, promotions, or desirable assignments because of age, disability, or other protected characteristics, says Lawyers for Justice, P.C., Carey & Associates P.C., and Morgan & Morgan Lawyers.
How long does a grievance take to settle?
Some grievances are settled at stage one, and this typically only takes a week or two. However, many grievances go through to steps 2 – 3 and can take several months or more. If no agreement can be reached, the grievance could go to arbitration.
What to do if you feel mistreated at work?
contact an employment lawyer as soon as you suspect unfair treatment; contact the authorities if the activity is illegal such as assault or fraud; and. contact a medical professional if the treatment is physically, emotionally, or psychologically impactful.
What are strong arguments for an appeal?
An error of law is the strongest type of ground for appeal because the appellate court reviewing the case does not have to give any weight to what the trial court judge did. The appellate court will look at the law that was supposed to be applied and decide whether or not the trial court judge made a mistake.
What happens after a grievance is filed?
HR plays a key role in the grievance process by ensuring the fair and consistent handling of the issue. Once an employee files a formal grievance, HR reviews the complaint, gathers evidence, conducts interviews, and works with management to determine a resolution.
How serious is a grievance?
Workplace grievances can be a serious matter that may lead to unwanted litigation against you or your business. For this reason, being aware of the common types of grievances and putting grievance procedures in place are important for business leaders.
How to win your written grievance?
Your written grievance should be as simple and clear as you can make it without leaving out any pertinent facts. Putting a complex situation into a few simple sentences is not easy. Think about what you want to say before you begin writing. Make a list of all the important facts.
What not to say in an investigation meeting?
Don't Express Personal Opinions or Judgments. The investigation is not about how you feel or what you think. Its purpose is to collect facts and make a decision based on those alone.
What are HR trigger words?
HR trigger words are terms that alert Human Resources to potential policy violations, serious workplace issues like harassment, discrimination, bullying, retaliation, or a hostile work environment, and significant risks like lawsuits, high turnover, or burnout, prompting investigation or intervention, while other buzzwords like "quiet quitting" signal cultural trends. Using them signals a serious concern requiring HR's immediate attention for compliance and employee safety, though overly negative or absolute language can also be flagged.
How do you prove you are being treated unfairly at work?
To prove unfair treatment at work, you must meticulously document every incident (dates, times, people, details), gather evidence like emails, texts, performance reviews, and witness statements, review and compare company policies, and consider filing complaints with HR or the EEOC, noting that comparator evidence (how others were treated) is key, often requiring legal counsel to build a strong case.
What are the 7 types of discrimination?
While there isn't a universal "7 types" list, discrimination is broadly categorized by the protected characteristics people are unfairly treated for, commonly including Race/Color, Religion, Sex (Gender, Pregnancy, LGBTQ+ status), National Origin, Age, Disability, and Genetic Information, with variations like harassment, retaliation, and familial status also recognized, all stemming from treating someone differently based on these inherent traits.
Can you ask for money in a grievance?
Although a grievance meeting is confidential, if you end up going to an employment tribunal then the notes from the meeting can be used in evidence. If you start asking for settlement money in the meeting then it might look like you are not actually interested in resolving the issues.
What is the 80% rule in discrimination?
The 80% Rule, or Four-Fifths Rule, is an EEOC guideline to spot potential hiring discrimination: if a protected group (like a race, sex, or ethnic group) is selected at less than 80% the rate of the most favored group, it suggests "adverse impact," requiring the employer to justify the practice as job-related and necessary. It's a statistical tool, not definitive proof, indicating when further investigation into disparate impact is warranted in employment decisions.
How expensive is it to sue your employer?
Suing your employer can cost anywhere from nothing upfront (on contingency) to tens of thousands of dollars, depending on your fee agreement with an attorney, as lawyers often work for a percentage (33-40%) of your winnings, covering initial costs like filing and expert fees themselves, only to be reimbursed if you win. If you pay hourly, expect $200 to $600+ per hour, and case costs like experts, depositions, and court fees add up quickly, potentially reaching high figures in complex, long-fought cases, though many settle for sums like $45,000 or more.
Is it worth raising a grievance?
Filing a grievance is often worth it because it formally documents issues, potentially resolves them faster, protects you from retaliation, holds employers accountable, and creates a record for legal action if needed, but its success depends on strong evidence, clear policies, and whether the issue is legally wrong or just morally wrong, as outcomes vary from positive resolution (even promotions) to stress and damaged working relationships, so weighing potential benefits against risks with a union rep or legal advisor is key.
Can I sue for grievance?
If you feel your employer has broken the law or regulation, such as discrimination, harassment, retaliation, or wrongful termination, you may be eligible to file a legal claim. You may be able to make a complaint with a government agency or pursue a grievance lawsuit in such instances.
What is a malicious grievance?
A malicious complaint is one that is made with the intention of causing harm, for example: • deliberately seeking to defame a colleague or manager and raising a complaint with. this intent; • through lying about an issue or incident in the knowledge that this will cause harm; •