WORKPLACE ANSWER
What happens after I raise a discrimination concern at work?
Understand what may happen after you raise a discrimination concern, including meetings, investigations, possible outcomes and what you can do next.
Quick Answer
After you raise a discrimination concern, what happens next will depend on what you have raised, how you raised it and your employer’s procedures. Your employer may speak to you, ask for more information, gather relevant information, investigate where appropriate and use an informal or formal process such as a grievance.
You should normally have an opportunity to explain your concern and provide relevant information. The eventual outcome will depend on what your employer finds. Not every discrimination concern will lead to a formal investigation, and no particular outcome can be guaranteed.
How Might My Employer Respond?
There is no single process that every discrimination concern follows. Depending on the situation and how you raised your concern, your employer might:
- Have an initial conversation with you
- Ask you for more information
- Consider whether an informal response is appropriate
- Use a formal grievance process
- Investigate where appropriate
- Use another relevant workplace procedure
Your employer should consider your concern appropriately, but this does not always mean a separate, formal investigation will take place.
What Information Should I Provide?
It can help to organise relevant information before meetings or investigations. This might include:
- A clear chronology of what has happened
- Dates and key events
- Relevant emails or messages
- Notes from meetings or conversations
- Workplace decisions that relate to your concern
- Any relevant policies or procedures
- Witnesses, if you know of any
- Explanations your employer has already given
- Copies of correspondence about your concern
Focus on information you legitimately have. Do not obtain, copy or remove confidential workplace information you would not normally be entitled to access.
Things To Think About
You might find it helpful to ask yourself:
- What exactly did I raise?
- Have I explained why I think discrimination may be involved?
- What relevant information have I already provided?
- Has my employer told me what process it is following?
- Are there any documents, conversations or events I need to clarify?
- Have I been told when I should expect an update?
- What outcome am I hoping for?
- What will I do if I disagree with the outcome?
- Do I need external advice because of possible time limits?
You do not need to decide for yourself whether unlawful discrimination has definitely occurred before you can explain your concerns.
- What Usually Happens Next
Once your employer has considered your concern and the relevant information, there are different possible outcomes. Depending on the circumstances, this could include:
- Your concern being upheld in full or in part
- Your employer deciding that the available information does not support the concern
- Further investigation or information being required
- Workplace changes or practical steps being considered
- Another internal process being started where appropriate
- No further action being taken
You should normally be told the outcome of your own concern or grievance. However, you may not be given full details of confidential action involving another employee, including specific disciplinary information.
What If I Disagree With the Outcome?
Don't Ignore Time Limits
Employment Tribunal claims are subject to strict time limits. Going through an internal grievance, investigation or appeal does not automatically extend the time available. If you think you may need to take external action, consider contacting Acas promptly to understand the current time limits and your options. Tribunal proceedings are not the usual next step for most workplace concerns, but it is important not to leave things too late if you may need external advice.
While employers should act promptly, there are no fixed timescales as it depends on the complexity and availability of those involved.
How long will the investigation take?
There is no single fixed timescale for every workplace investigation. Timing can depend on the complexity of the concern, the information required and the availability of people involved. Your employer should keep the process moving without unreasonable delay and should ideally keep you informed about progress.
Will I be told what happened to the person?
You should normally be told the outcome of your own concern or grievance. However, your employer may not be able to share confidential details about another employee, including specific disciplinary action.
Related WorkAnswers
Understand what workplace discrimination can involve and the options available before or when raising a concern.
Understand who you can speak to, whether to raise a concern informally or formally and what may happen next.
Understand how workplace appeals can work if you disagree with an outcome or decision.
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Talk It Through
Raised a discrimination concern and unsure what should happen next? Talk through the process so far, the information you've been asked for and the options you may want to consider next.