Treatment can change after a grievance is raised. Some changes are legitimate case management, while others may be retaliation or, where connected to an Equality Act protected act, unlawful victimisation. Record the facts and avoid assuming that every unwelcome decision proves a link.
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Retaliation and victimisation are not identical
Retaliation is a broad description for disadvantage following a complaint. Equality Act victimisation has a specific meaning and requires a protected act connected with equality law, such as making a discrimination allegation or supporting another person’s complaint. A grievance about workload alone does not automatically create an Equality Act victimisation claim.
Look for a material change
Examples may include exclusion from meetings, removed duties, harsher monitoring, negative records, blocked opportunities, threats, hostility or formal action that begins after the complaint. Each event still needs context and a fair assessment of alternative explanations.
Unlock the retaliation-response plan below, including baseline comparison, causal-link evidence, wording, interim protection, handling new formal action and safeguards for legal time limits.
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