As of 13 August 2026, AI can only partly write a grievance policy for your UK business.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open the current GOV.UK and ACAS guidance on workplace grievances and save the pages relevant to your jurisdiction.
   2. Gather your existing disciplinary, dignity at work, whistleblowing, equality, absence, data protection and employee-handbook documents, and remove unnecessary personal data.
   3. Write down your actual HR structure, who can investigate or hear an appeal, how employees contact HR, and what happens when the normal manager is involved.
   4. Paste the business details and existing policy text into a chatbot with the copyable prompt, then ask it to produce both the employee-facing policy and a separate list of unresolved decisions.
   5. Compare every legal or procedural statement in the draft against the saved official guidance, checking especially accompaniment, confidentiality, accessibility, appeals and jurisdiction.
   6. Send the draft, source comparison and unresolved-decisions list to an employment solicitor or qualified UK HR professional, apply their corrections, then obtain internal approval before publishing.

   Prompt

   Draft a grievance policy for a UK business using the information below. Write in plain British English for employees, managers and HR. Do not invent legal duties, deadlines, benefits, contacts or internal procedures. Separate legally required points from recommended good practice, flag anything that needs confirmation, and identify where England, Wales, Scotland or Northern Ireland may differ. Use current official UK employment guidance where available and name the source for each legal or procedural point. Include: who can raise a grievance; how to raise it informally and formally; what the written grievance should contain; who acknowledges and investigates it; how conflicts of interest are handled; the meeting and evidence process; accompaniment rights where applicable; the written outcome; appeal grounds and process; confidentiality and data handling; protection from retaliation; support for disabled employees and reasonable adjustments; and what happens if the grievance concerns the line manager, HR or the business owner. Do not promise a fixed outcome or an absolute confidentiality guarantee. End with a list of decisions and legal points that an employment solicitor or other qualified UK HR professional must check before publication.
   
   Business details:
   - Jurisdiction: [England and Wales / Scotland / Northern Ireland / more than one]
   - Organisation size and structure: [details]
   - Employees covered: [details]
   - HR contact or role: [details]
   - Available managers or investigators: [details]
   - Preferred informal and formal routes: [details]
   - Target response times, if already approved: [details]
   - Appeal decision-maker: [details]
   - Relevant existing policies: [paste text or state none]
   - Tone and formatting requirements: [details]
   
   This is not professional advice. Do not present the draft as ready to publish until a qualified UK employment professional has checked it.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.