FORMAL DISCRIMINATION COMPLAINT AND GRIEVANCE
Important jurisdiction and formalities warning
This fictional worked example is not legal advice and does not claim universal legal validity. It is written for an illustrative workplace in England and Wales. The Equality Act 2010, employment contract, employer policy, ACAS Code, limitation rules and any reasonable-adjustment duties must be checked against the actual facts. An internal complaint does not necessarily stop a tribunal deadline. Keep evidence, consider early conciliation where appropriate, and obtain independent advice before relying on this letter. Sending it may also begin a contractual grievance process, so the employer's current procedure should be followed.
1. Sender, recipient and purpose
Elena Miriam Hart, 14 Rowan Quay, Bristol BS4 8NT, writes to Martin Keane, People Director, Northbridge Civic Design Ltd, 82 Temple Street, Bristol BS1 6QL, on 14 October 2026. I have worked for Northbridge as a senior design coordinator since 3 April 2021. I am making a formal grievance and complaint about treatment connected with my diagnosed multiple sclerosis and the resulting disability-related effects on my work.
Please acknowledge this letter and confirm the name of the person who will investigate it. I ask that the complaint be handled confidentially, impartially and under the current grievance procedure. I am willing to attend a meeting and to answer reasonable questions. I request permission to bring a workplace companion in accordance with the applicable policy and law.
2. Background and disclosure
On 6 January 2026, I told my line manager, Rebecca Sloan, that fatigue and concentration symptoms were affecting me and that my neurologist had diagnosed multiple sclerosis. I supplied a fit note on 9 January and agreed that Occupational Health could advise on adjustments. On 2 February, Occupational Health recommended a later start on two days each week, a quiet workstation, written priorities and short rest breaks when symptoms flared.
I was able to perform my role with those measures. The client schedules remained on time, and my review dated 31 March 2026 rated my work as meeting expectations. I was not asking for reduced standards; I was asking for practical arrangements to remove disadvantages caused by my condition. I understand that the company has a duty to consider reasonable adjustments, but I do not assume any particular outcome without an assessment of the evidence.
3. Events complained of
On 18 April 2026, Ms Sloan told me that the recommended start time was “a privilege the team cannot keep funding” and required me to attend at 8:00 a.m. every day. My written request for a review was not answered. On 12 May, I was removed from the River Avon regeneration project and told that the client needed “someone dependable.” No performance concern had been raised with me beforehand.
On 8 June, I attended a meeting with Ms Sloan and Operations Manager Daniel Price. They said my absences created uncertainty and asked whether I could “really commit to a senior role.” I explained that the absences were medically certified and that I was meeting agreed deadlines. The meeting note records no investigation of adjustments and no comparison with attendance or performance standards applied to colleagues.
On 1 July, I received a written warning for absence. The warning included four days supported by fit notes and two days when I had worked from home under the agreed arrangement. My request for the underlying attendance calculation was refused. On 29 July, a less experienced colleague, Oliver Grant, was appointed to lead a project I had previously managed. On 18 September, my annual review described me as insufficiently committed, despite the March review and positive client feedback of 22 August.
I raised these concerns informally on 23 September. Ms Sloan said that health issues could not receive “special treatment” and closed the discussion without a written outcome. I believe the decisions, comments and failure to reconsider adjustments may amount to discrimination arising from disability, a failure to make reasonable adjustments, unfavourable treatment because of disability, and/or harassment. I invite the investigator to identify the correct legal characterisation rather than treating my labels as established conclusions.
4. Evidence and impact
I can provide the Occupational Health report, fit notes, meeting invitations, the two performance reviews, the warning, project emails and the 22 August client feedback. I ask that the company preserve relevant emails, messaging records, attendance calculations, recruitment notes and meeting notes. The events have caused anxiety, loss of professional opportunity and a reduction in my confidence. I remain ready to work and want a fair process rather than retaliation or an assumption that my condition defines my capability.
5. Requested resolution
I ask Northbridge to investigate each event, withdraw or review the warning if unsupported, reconsider my removal from the River Avon project, and review whether reasonable adjustments should be recorded in a workplace adjustment plan. I ask for corrected performance records, training for managers on disability and adjustments, and confirmation that no detriment will follow from raising this complaint. My current estimate of lost project allowance and related expenses is £3,850, although I ask to discuss compensation or another appropriate remedy if the investigation finds unlawful treatment.
Please provide a written outcome with reasons and an appeal route. I reserve my rights, including any right to contact ACAS or pursue a claim within the applicable time limit, while remaining willing to resolve matters internally.
Yours sincerely,
Elena Miriam Hart
Signature: ____________________ Date: 14 October 2026
I confirm that the account above is accurate to the best of my knowledge and identify the documents I rely on in the course of the investigation.