An informal route can stop conduct early, clarify a misunderstanding or create a record before the problem grows. It is unsuitable where direct contact feels unsafe, the conduct is serious or previous attempts have failed.
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When an informal route may help
- The behaviour is recent and may not have been understood.
- You want a clear boundary or apology rather than an investigation.
- A neutral manager can intervene quickly.
- The working relationship may still be repairable.
When to consider a formal route instead
- Threats, serious humiliation, discriminatory or sexual conduct.
- Repeated behaviour after earlier concerns.
- Risk of retaliation, evidence loss or immediate health impact.
- The person involved controls the informal route or there is a conflict of interest.
Choose who should receive the concern
You may speak to the person directly, their manager, another manager, HR, a dignity at work contact or your union. Check the department policy for named routes and confidentiality limits.
Members can unlock: an informal-resolution plan, risk test, conversation script, follow-up email templates, boundary wording and escalation triggers so the informal step creates protection rather than an unclear conversation.
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