WORKPLACE ANSWER
What if my manager treats me unfairly?
Understand what’s happening and decide whether to speak to your manager or raise the issue with someone else.
Quick Answer
Start by working out what your manager is doing differently and why it feels unfair. Think about what you were told to expect, what your contract and policies say, any explanations your manager has given and how similar situations have been handled for you and others. Where it feels appropriate, you may want to speak to your manager first to ask for clarification or explain your concern. If that does not feel appropriate, the behaviour continues, previous conversations have not helped or the issue is serious, you can consider raising it with another manager, HR or through a more formal route. Unfair treatment does not automatically mean discrimination, bullying or that an employment law has been broken, but different protections may apply if the treatment is linked to discrimination, harassment or another specific workplace right.
If the problem is linked to a protected characteristic like age, gender, or race, it could be illegal discrimination under UK law.
What Might Unfair Treatment by a Manager Look Like?
Unfair treatment by a manager is usually about how they use their position and make decisions about your work. It might look like:
- Setting inconsistent expectations for you compared with others in similar roles
- Repeatedly excluding you from relevant information, meetings or opportunities
- Singling you out for criticism in front of others
- Handling similar situations differently without a clear explanation
- Giving you less support, information or flexibility than colleagues in comparable situations
- Unexplained changes in how they communicate with or involve you
A decision you disagree with is not automatically unfair treatment. Managers are expected to give feedback, manage performance, allocate work, set priorities and make workplace decisions. Try to focus on the reason, context and consistency of your manager’s behaviour rather than assuming that any unwelcome decision is unfair.
Keep a Record of What Is Happening
Keeping a clear, factual record can help you understand what is going on and explain it if you decide to raise a concern. Try to note:
- Dates and times of each incident
- What happened and what was said or done
- Who was involved
- Any witnesses (even if they did not say anything)
- Any relevant emails, messages, screenshots or documents
- Any explanation your manager gave at the time
- What you expected to happen and why you think it was handled differently
Keep your notes factual and in plain language. The aim is to understand the situation and be able to describe it clearly, not to build a legal “case” before you know what has happened.
Should I Talk to My Manager or Escalate It?
A key decision is whether to speak to your manager directly or raise the issue with someone else.
Talking to your manager may be a sensible first step where:
- There may have been a misunderstanding or miscommunication
- Expectations have not been clearly agreed
- You do not fully understand a decision
- You feel able to have a calm, constructive conversation
In that conversation, you can explain how the situation feels from your side, ask for clarification and check what your manager expects from you.
You might instead consider another manager or HR where:
- Your manager is the source of the concern and you do not feel comfortable raising it directly
- You have already tried speaking to your manager and the problem continues
- The behaviour is serious or has a big impact on you or your work
- An informal conversation does not feel appropriate in the circumstances
If informal steps do not resolve the problem, you can consider raising the concern more formally, including through your employer’s grievance procedure where appropriate. You do not have to confront your manager first if that does not feel safe or reasonable for you.
- Unfair treatment, bullying and discrimination can overlap but they are not automatically the same.
If your manager’s behaviour is intimidating, humiliating, undermining or part of a broader pattern, you may want to read the WorkAnswers guidance on bullying at work.
If you think the way you are being treated may be linked to a protected characteristic (such as age, disability, race, religion or belief, sex or sexual orientation) or another specific workplace right, different legal protections may apply. In that case, you may want to read the relevant WorkAnswers guidance on discrimination or your specific workplace right.
Next Steps for Resolution
In many situations, the journey looks like this:
1. Understand the situation
Take time to work out what is happening, why it feels unfair and what your manager has said or done. Check your contract, policies and any previous expectations.
2. Speak to your manager where appropriate
If it feels safe and reasonable, you may choose to speak to your manager to ask for clarification, explain how you feel and see if the issue can be resolved informally.
3. Raise it with another manager or HR if needed
If speaking to your manager is not appropriate, has not helped or the behaviour is serious, you can raise the concern with another manager or HR, using your record to explain what has been happening.
4. Consider a formal concern or grievance
Where the issue is serious or ongoing, or informal steps have not resolved it, you can consider raising a formal concern, including using your employer’s grievance procedure where appropriate.
5. Seek further advice where specific legal rights may be involved
If you think discrimination, harassment or another specific legal right may be involved, you may want to seek further advice or read the relevant WorkAnswers guidance.
After you raise the issue, your employer may discuss your concern with you, seek information from those involved, try to resolve the matter informally or decide to start a formal process, depending on the circumstances. An employment tribunal is not the usual next step after a disagreement or difficult relationship with a manager.
Frequently Asked Questions
Can I be fired for complaining about my manager?
Raising a concern about your manager does not automatically give you the same legal protection in every situation. What protections apply can depend on what you have raised and the circumstances. In general, employers are expected to listen to concerns and not treat employees unfairly for raising them in a reasonable way. If you are worried about possible consequences, it can help to keep a clear record of what has happened and to follow your workplace procedures when you raise the issue.
Should I go straight to HR with my concerns?
It depends on the situation. If you feel able to, speaking to your manager first can sometimes resolve misunderstandings or inconsistent expectations quickly. However, if your manager is the source of the concern, you do not feel comfortable raising it directly, you have already tried and nothing has changed, or the behaviour is serious, you may decide to go to another manager or HR instead. Check your workplace procedures to see what options are available.
What if my manager denies the unfair treatment?
This is where your record of what has happened is important. Stay calm and stick to the facts, including dates, examples and any emails or messages. If you feel your concerns are not being taken seriously, you can consider raising the issue with another manager or HR, or using your employer’s formal grievance procedure where appropriate.
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Important: WorkAnswers provides general workplace information for UK employees. It is not legal advice and does not replace advice from a qualified professional. Workplace situations can depend on individual circumstances.
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