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A Grievance Letter is a formal written complaint that employees use to raise workplace concerns with their employer under NZ employment law. It outlines specific issues like unfair treatment, harassment, pay disputes, or breaches of employment agreements that need addressing through proper channels.

Under the Employment Relations Act, these letters kick off the official grievance process, giving employers a chance to respond and resolve issues before they escalate to mediation or the Employment Relations Authority. The letter should clearly state the problem, include relevant details and dates, and suggest how you'd like the situation resolved.

Send a Grievance Letter when you face serious workplace issues that informal conversations haven't resolved. Common triggers include bullying, discrimination, unsafe working conditions, unfair disciplinary actions, or breaches of your employment agreement. It's especially important when you need a documented record of raising the concern.

Time is critical - under NZ employment law, you typically have 90 days from the incident to raise a personal grievance. Writing the letter early gives your employer a fair chance to address the problem and shows you've followed proper process if the matter later goes to mediation or the Employment Relations Authority.

• Employee Behavior Employee Complaint Letter: Focuses on reporting specific misconduct, harassment, or inappropriate workplace behavior, with detailed examples and impact statements
• Grievance Investigation Outcome Letter: Used by employers to formally respond to grievances, outlining investigation findings, decisions made, and any resulting actions or remedies
• Health and Safety Grievance: Addresses workplace safety concerns, hazardous conditions, or non-compliance with health and safety regulations
• Contractual Breach Grievance: Details violations of employment agreements, focusing on specific terms, conditions, or entitlements being disputed

• Employees: Write and submit Grievance Letters to formally raise workplace concerns, from discrimination to contract breaches
• HR Managers: Receive, process, and coordinate responses to grievances, ensuring proper documentation and compliance with employment law
• Union Representatives: Often assist members in drafting letters and advocating for their interests throughout the process
• Employment Lawyers: Provide guidance on letter content and represent parties if disputes escalate to legal proceedings
• Line Managers: May be involved in addressing grievances or named in complaints, participating in investigations and resolution

• Document incidents: Record dates, times, and details of events that led to your grievance, including any witnesses present
• Gather evidence: Collect relevant emails, messages, photos, or other documentation that supports your case
• Review policies: Check your employment agreement and workplace policies to identify specific breaches
• Timeline check: Ensure you're within the 90-day deadline for raising a personal grievance
• Draft structure: Our platform helps organize your grievance facts into a clear, legally-sound letter format that meets NZ employment law requirements
• Keep copies: Save all correspondence and maintain a paper trail of your grievance process

• Personal Details: Your full name, position, department, and employment start date
• Recipient Details: Employer's name, relevant manager or HR representative's details
• Incident Description: Clear timeline of events with specific dates, locations, and people involved
• Legal Basis: Reference to relevant sections of your employment agreement or NZ employment law
• Previous Actions: Steps already taken to resolve the issue informally
• Desired Outcome: Clear statement of what resolution you're seeking
• Closing Statement: Request for response within a reasonable timeframe (usually 5-7 working days)

While both documents address workplace issues, a Grievance Letter differs significantly from a Complaint Letter in several important ways. Understanding these differences helps ensure you use the right approach for your situation.

• Legal Status: Grievance Letters are formal documents under the Employment Relations Act, initiating a specific legal process with strict timeframes. Complaint Letters are more general and don't automatically trigger legal procedures
• Scope and Purpose: Grievance Letters specifically address employment relationship issues like discrimination, harassment, or contract breaches. Complaint Letters can cover any dissatisfaction, from customer service to product quality
• Process Requirements: Grievance Letters must follow specific workplace protocols and can lead to mediation or Employment Relations Authority involvement. Complaint Letters have no standardized follow-up process
• Time Sensitivity: Grievance Letters must be submitted within 90 days of the incident. Complaint Letters don't usually have statutory time limits