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Personal Grievance Letter Template for Australia

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Key Requirements PROMPT example:

Personal Grievance Letter

"I need to draft a Personal Grievance Letter regarding ongoing workplace bullying from my direct supervisor that has occurred since January 2025, including documentation of three specific incidents and their impact on my mental health."

Document background
The Personal Grievance Letter is an essential workplace document used within the Australian employment law framework when an employee needs to formally raise concerns about workplace issues. This document type is particularly relevant when informal re红杏直播 attempts have been unsuccessful or when the nature of the grievance requires formal documentation. It should detail specific incidents, reference relevant workplace policies or legislation, and clearly state the desired outcome. The letter must comply with Australian workplace laws, including the Fair Work Act 2009, and may be used in various contexts such as discrimination complaints, workplace bullying, unfair treatment, or safety concerns. It serves as both a communication tool and a formal record that may be required in subsequent proceedings with the Fair Work Commission or other regulatory bodies.
Suggested Sections

1. Sender's Contact Information: Full name, position, department, contact details, and employee ID if applicable

2. Recipient's Details: Name, title, and contact information of the person or department the grievance is addressed to

3. Subject Line: Clear identification that this is a formal grievance letter and brief reference to the issue

4. Date: Date when the letter is written

5. Introduction: Brief statement identifying yourself and your position, and stating that this is a formal grievance

6. Details of the Grievance: Clear chronological description of the events or issues that form the basis of the grievance, including specific dates, times, and locations

7. Impact Statement: Description of how the situation has affected you professionally and/or personally

8. Relevant Policies or Laws: Reference to specific workplace policies, procedures, or laws that have been breached

9. Previous Actions Taken: Summary of any informal attempts already made to resolve the issue

10. Desired Outcome: Clear statement of what re红杏直播 you are seeking

11. Closing Statement: Professional closing indicating your willingness to discuss the matter and expected timeframe for response

Optional Sections

1. Witness Information: Include when there are witnesses to the events described who can corroborate your account

2. Health Impact Statement: Include when the situation has affected your health or well-being, with medical documentation if applicable

3. Union Representative Details: Include when you are being represented by a union in this matter

4. Immediate Safety Concerns: Include when there are current safety risks that need immediate attention

5. Legal Representative Details: Include when you have sought legal representation regarding the matter

6. Confidentiality Statement: Include when the matter involves sensitive information or when confidentiality is specifically requested

Suggested Schedules

1. Timeline of Events: Detailed chronological list of relevant events, meetings, and communications

2. Supporting Documents: List of attached evidence such as emails, photographs, medical certificates, or witness statements

3. Previous Correspondence: Copies of relevant previous communications regarding the grievance

4. Relevant Policy Excerpts: Copies of relevant sections from company policies or procedures that relate to the grievance

Authors

Alex Denne

Head of Growth (Open Source Law) @ 红杏直播 | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant legal definitions
























Clauses






















Relevant Industries

Healthcare

Education

Financial Services

Manufacturing

Retail

Technology

Construction

Mining

Public Sector

Hospitality

Professional Services

Transport and Logistics

Agriculture

Non-profit

Telecommunications

Relevant Teams

Human Resources

Legal

Operations

Administration

Management

Employee Relations

Workplace Health and Safety

Compliance

Industrial Relations

Employee Assistance Program

Risk Management

People and Culture

Relevant Roles

Employee

Manager

Supervisor

Human Resources Officer

Human Resources Manager

Department Head

Chief Executive Officer

Operations Manager

Team Leader

Project Manager

Administrative Assistant

Professional Staff

Technical Specialist

Sales Representative

Customer Service Representative

Factory Worker

Construction Worker

Healthcare Worker

Teacher

Office Manager

Industries








Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks, 聽Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination, 聽Severance Pay, Governing Law, Entire Agreemen

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