Discrimination Grievance Letter: Free Template and What to Include

If you need to raise a formal grievance about workplace discrimination under the Equality Act 2010, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong discrimination grievance letter should include.

What this letter needs to cover

• State it is a formal grievance
• Identify the protected characteristic involved (age
• Disability
• Race
• Sex
• Religion
• Pregnancy
• Sexual orientation etc)
• Describe the discriminatory treatment with dates and facts
• Explain the impact
• State the outcome sought
• Request a formal grievance meeting
• Mention right to be accompanied

Making a discrimination grievance count

A discrimination grievance needs to identify not just what happened, but which protected characteristic (age, disability, race, sex, religion, sexual orientation, and others under the Equality Act 2010) you believe was the reason for the treatment. Being specific about the connection between the treatment and the protected characteristic is what distinguishes a discrimination grievance from a general complaint about unfair treatment.

What to include before you send it

• A clear, factual account of what happened, including dates and those involved
• The specific protected characteristic you believe was the reason for the treatment
• Any pattern or comparator evidence — for example, how others without that characteristic were treated differently
• What outcome you're seeking

Direct vs indirect discrimination

Direct discrimination is being treated less favourably specifically because of a protected characteristic. Indirect discrimination is a policy that applies to everyone but disproportionately disadvantages people with a particular characteristic, without objective justification. Being clear about which you believe applies helps focus the grievance on the right legal test.

Frequently Asked Questions

Do I need to have evidence before raising this?
You don't need conclusive proof to raise a grievance — a genuine, reasonably held belief supported by specific facts is enough to start the process; the investigation itself should gather further evidence.

What if my employer dismisses the grievance without proper investigation?
This can itself strengthen a later Employment Tribunal claim, since a failure to properly investigate a discrimination complaint is taken seriously by tribunals.

[Your Name]
[Your Address]
[Your Postcode]
[Your Phone Number]
[Your Email Address]
[Name of HR Contact / Manager]
[Company Name]
[Address]
[Postcode]
[Date]

Dear [Name],

Subject: Formal grievance – discrimination

I am raising a formal grievance about discrimination at work.

I believe I have been treated this way because of my [protected characteristic, e.g. age / disability / race / sex / religion or belief / pregnancy / sexual orientation]. This is unlawful under the Equality Act 2010 [Northern Ireland: under Northern Ireland's equality laws].

What happened:
• [Date]: [Name] [e.g. made offensive comments about my age in a team meeting].
• [Date]: [e.g. I was refused training that was given to less experienced colleagues].

The impact on me: [e.g. I feel humiliated and anxious at work, and my career has been held back].

To resolve this, I would like [e.g. a full investigation / an apology / access to the training / changes to how training is allocated].

Please arrange a formal grievance meeting. I will bring [a colleague / a trade union representative] with me, as I have the right to do.

Yours sincerely,

[Your Signature]
[Your Printed Name]