Last reviewed March 2026 — LetterSure editorial team
If you are being treated unfairly at work — passed over for promotion without reason, given worse conditions than colleagues, or singled out for negative treatment — you have the right to raise a formal grievance. A written complaint is the most effective way to put your employer on notice and protect your position.
Unfair treatment at work covers a wide range of situations. It can include being treated less favourably than colleagues in similar roles, being denied opportunities for advancement without explanation, having your complaints or concerns ignored, or being subject to inconsistent application of company policies. Where the unfair treatment is connected to a protected characteristic — such as age, race, sex, disability, religion, or sexual orientation — it may constitute unlawful discrimination under the Equality Act 2010.
Not all unfair treatment is unlawful, but all employees have the right to raise a formal grievance about their working conditions and to have that grievance investigated properly. Your employer is required by the Acas Code of Practice to deal with grievances fairly and promptly.
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Being paid less than colleagues doing the same or similar work, without a justifiable reason.
Blocked promotion or development
Being repeatedly passed over for promotion or training opportunities given to colleagues with comparable experience.
Inconsistent application of rules
Disciplinary policies, dress codes, or performance standards being applied differently to you than to your colleagues.
Being denied flexible working unfairly
Having a statutory flexible working request refused without proper consideration or a valid business reason.
Retaliation for raising concerns
Being treated negatively after raising a previous complaint, whistleblowing, or exercising a legal right.
Unfair performance management
Being placed on a performance improvement plan without fair warning, proper support, or reasonable targets.
Your name, job title and department
Make clear who you are and your role within the organisation.
A clear description of the treatment
Explain specifically what has happened, when, and who was involved.
Comparison with how others are treated
Where relevant, describe how colleagues in comparable situations have been treated differently.
Dates and specific incidents
Be precise — vague complaints are easier to dismiss. Name dates, conversations, and decisions.
The impact on you
Describe the effect on your work, career prospects, or wellbeing.
What you want to happen
State clearly what outcome you are seeking — an explanation, a change in treatment, a formal investigation.
A request for a grievance hearing
Ask for the matter to be dealt with under your employer's formal grievance procedure.
Your employer should acknowledge your grievance promptly — usually within 5 working days — and arrange a formal meeting to discuss it. You have the right to be accompanied to this meeting by a trade union representative or a workplace colleague. After the meeting your employer should write to you with their decision and tell you of your right to appeal.
If your employer fails to deal with your grievance properly, or if you are not satisfied with the outcome, you can appeal internally and ultimately bring a claim to an Employment Tribunal. Keeping a full written record of every step — including your original letter and all responses — is essential if matters escalate.
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What counts as unfair treatment at work in the UK?
Unfair treatment includes being treated less favourably than colleagues, being denied opportunities without explanation, having complaints ignored, or policies being applied inconsistently. Where it connects to a protected characteristic it may constitute unlawful discrimination.
How do I raise a formal complaint about unfair treatment?
Write a formal grievance letter to HR or a senior manager setting out specifically what has happened, when, and how it has affected you. Your employer must acknowledge it within 5 working days and arrange a formal meeting.
Can I be sacked for complaining about unfair treatment?
No. Dismissing or treating an employee negatively because they raised a genuine grievance is unlawful. If this happens to you, you may have grounds for an Employment Tribunal claim.
What is the difference between unfair treatment and discrimination?
Unfair treatment is a broad term for being treated worse than others without good reason. Discrimination specifically applies when the treatment is connected to a protected characteristic such as age, sex, race, or disability under the Equality Act 2010.
What if my employer does not resolve my complaint?
If your employer fails to deal with your grievance properly, you can appeal internally. If still unresolved, you may bring a claim to an Employment Tribunal — generally within 3 months minus one day of the act complained of.
This guide is for general information only. LetterSure letters are personal correspondence drafts and do not constitute legal advice. For legal matters consult a qualified solicitor at solicitors.lawsociety.org.uk.