How to Complain at Work Properly

Summary

Branigan Robertson outlines how employees can raise workplace concerns in a way that may help resolve the problem, reduce the risk of retaliation, and create a clear record if the issue later becomes a legal dispute.

Complaint Playbook

1. Be professional and solution-oriented. Describe the issue and suggest practical remedies the company could implement. Focus on problems that can be addressed, and avoid threats or legal terms you don’t understand.
2. Be specific and concise. Include the most important facts rather than a long list of unrelated grievances.
3. Describe potentially unlawful conduct without overstating conclusions. Explain what happened and why it concerns you. For example, say, “I believe this might be unlawful; we should look into it,” rather than presenting a legal conclusion as fact.
4. Send the complaint to the appropriate person. Check the employee handbook and follow the company’s complaint procedure. If no procedure exists, use your judgment about who can address the issue.
5. Complain selectively. Frequent complaints about minor matters may undermine your credibility. If a serious issue remains unresolved, worsens, or leads to retaliation, raise it again and consider escalating it.
6. Put the complaint in writing, preferably by email. Keep a complete copy showing the recipients and the date and time sent. A written complaint provides a record if people later disagree about what was reported.
7. Don’t secretly record the conversation. Recording laws vary by jurisdiction, and secret recordings may be unlawful. A written complaint is generally a clearer record.

Practical Takeaway

A strong complaint is focused, factual, respectful, directed through the proper channel, and documented. The speaker advises employees seeking legal advice to contact an employment lawyer in their state rather than sharing sensitive details in public comments.

Metrics and Targets

No business performance metrics, KPIs, or timelines are discussed.

Presenter/source: Branigan Robertson, California employment lawyer.