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Written by: Linda Ware
Reviewed by a Medico-Legal Expert
Last Reviewed:
March 2026
Healthcare professionals working in the NHS and private practices face the same employment challenges as other employees, however there are added layers of Good Medical Practice, Patient Safety and other regulatory requirements.
Navigating these are often confusing and sometimes anxious times for healthcare workers. MDS has compiled a series of simple guides regarding initial steps that can be taken to address these issues.
Today we cover…Grievances (internal procedures)
It is important to remember that you can raise a grievance even if the situation is not legally wrong.
Within the health community most grievances fall under the following categories:
Any concerns should be raised as early as possible to help prevent the matter escalating further.
A grievance generally progresses over a number of stages, depending on the policies adopted by your organisation. If you are feeling aggrieved, then your first action should be to obtain a copy of your employer’s policy relating to raising grievances.
If you are working within the NHS you may also wish to consider using the Freedom to Speak Up framework, which empowers staff to raise concerns without fear of reprisal.
Any grievance procedure should provide a structured and fair way for staff to raise workplace concerns. Whilst the process can feel daunting, it plays a vital role in protecting employees rights and maintaining standards across the organisation.
Generally, before submitting a formal complaint, most policies encourage staff to attempt an informal resolution. This might involve:
Hear from our Employment Relations Team Leader, Linda Ware, providing a quick summary on the process and steps to take…
Raising a formal complaint can be stressful, so if the matter can be resolved quickly at this stage, you will avoid the weight and formality of a formal investigation.
Resolution at this stage may include facilitated conversations or mediation. Remember, any such meetings should be done promptly and with the aim to resolve the issues as quickly and as informally as possible.
You would not normally be accompanied by a witness or representative at this type of informal meetings, but it is nonetheless wise to seek advice from your professional body before attending them.
It is also important to consider what resolution or outcome you are seeking. Remember, there are not always clear winners and losers in a negotiation, and often it’s about reaching the outcome you can happily live with.
However, if the issue is serious or cannot be resolved informally, then you may have no option to raise a formal grievance.
The format in which you submit your grievance will very much depend on your employer’s policy. Some employers may provide a specific form to fill, others will require for you to write a submission instead.
Whatever way the grievance is submitted, it should be sent to your Line Manager, another appropriate manager or HR if your Line Manager is involved in the issue.
You should provide as much information as possible in your submission and cover at least these points:
Once this is submitted, your employer should acknowledge receipt and appoint a case manager. The case manager will be responsible for overseeing the grievance process, whose role will include appointing an investigating officer (IO) and providing them with clear terms of reference. The IO will investigate the matter and provide his findings to the case manager.
Any investigation should be fair, impartial and confidential, and normally the IO will invite you to attend a formal grievance meeting where you can explain your concerns in person. At this meeting you have the rights to be accompanied.
The IO will also meet with any other person mentioned in your grievance and any appropriate witnesses and write a report for the case manager with their findings.
It is then the case manager’s responsibility to decide if your grievance is upheld or not.
There are normally three possible outcomes from an internal grievance process: the grievance is upheld, partially upheld or not upheld.
And there will also be recommendations for actions needed in each of these scenarios (training, mediation, disciplinary actions, policy changes). You must also receive an explanation of the reasons for the case manager’s decision.
If you disagree with the outcome, you have the right to appeal.
Appeals must usually be submitted within a specific timeframe (e.g. 10-14 days). In this appeal you should explain:
The appeal will be heard by a different manager not previously involved.
This will end the internal process.
If you are still not satisfied by the outcome, there are other avenues that can be followed, such as external mediation and employment tribunals.
If you’re not yet covered or are unsure about the level of protection you have, consider joining our medical defence membership that offers expert advice and support in medico-legal matters. Good Samaritan cover is just one of the many benefits of having robust medical defence protection.
For more information email us at [email protected], or to get immediate access to expert advice, contact us today at:
0300 30 32 442
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There are timeframes, but no single national standard. These are usually set out in the employer’s grievance policy or the local Trust policy. Depending on the nature of the grievance, the relevant local policy should be referred to in the first instance.
No. Raising a grievance is a protected workplace right, and employees should not be dismissed for doing so.
In most cases, no. You would usually be expected to follow the internal Trust processes first, followed by ACAS Early Conciliation. There are strict time limits, typically 3 months minus 1 day from the submission of ACAS early conciliation.
Timeframes vary depending on complexity. These are the usual timeframes
Yes, you can still raise a grievance after leaving employment, although employers are not always obliged to investigate former employees’ grievances under their internal policies.
In some cases, it may still be helpful to raise concerns formally, particularly if they relate to discrimination, bullying, whistleblowing, pay, or professional conduct issues. You should also be mindful of any Employment Tribunal time limits, as raising a grievance usually does not extend those deadlines.
Yes, you are entitled to be accompanied by a trade union representative or a work colleague at a formal grievance meeting.
