A formal complaint should make the strongest incidents easy to identify, investigate and decide. It should state the policy route, evidence, impact and outcome sought without becoming a general account of every workplace frustration.
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Check the correct procedure
Departments may use a bullying and harassment policy, dignity at work process, grievance procedure or a separate equality route. Check who receives the complaint, required forms, time limits, review rights and whether informal action must be considered first.
What the complaint should contain
- A short summary of the concern.
- Numbered allegations with dates and people involved.
- The evidence supporting each allegation.
- Relevant witnesses and what they may know.
- Work and health impact.
- Previous steps and responses.
- The outcome and temporary measures requested.
Keep the scope focused
A complaint built around a small number of serious, well-supported points is usually easier to investigate than a document covering every disagreement over several years.
Members can unlock: a full complaint-building method, allegation table, evidence map, outcome selector, model opening and closing wording, and checks for retaliation, discrimination, linked processes and conflicts of interest.
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