Grievance & Complaint Escalation

Employees should have a clear way to raise workplace concerns. A grievance may relate to workload, behavior, salary, attendance, leave, harassment, discrimination, safety, reporting lines, unfair treatment, or policy application.

Step 1: Direct Discussion Where Safe

• If the issue is minor and safe to discuss, the employee may first speak with the person involved or their Team Lead.
• This step is optional where the issue involves harassment, discrimination, retaliation, serious misconduct, or a direct supervisor.

Step 2: Raise With Team Lead or HR

• The employee may submit the concern verbally or in writing to the Team Lead or HR.
• HR should record the concern, ask for relevant details, and explain the next step.
• The employee should share dates, people involved, documents, screenshots, messages, or witnesses where available.

Step 3: Management Review

• If the matter is not resolved by HR/Team Lead, it may be escalated to management or a Director.
• Management may meet the involved people, review evidence, assign a responsible person, and set a response timeline.
• Where possible, HR should update the employee on progress without exposing confidential information about other employees.

Protection Against Retaliation

• Employees should not be punished for raising a genuine concern in good faith.
• Retaliation, threats, isolation, work obstruction, or negative treatment after a complaint should be reported immediately.
• False complaints made intentionally may be reviewed under disciplinary policy.