Rung 1 · Say something, well

Raise it informally

5 min read · Reviewed 22 June 2026

Most workplace problems are best dealt with by raising them early and calmly, before anything formal. Done well, raising it can resolve the problem and strengthen your position if it does not. This page explains how to do it — and the legal protection that applies the moment you complain about discrimination.

Start at the lowest rung that might work

Raising a concern informally — a quiet word, then a short email to your manager or HR — is often enough to fix things. It is quicker and less stressful than a formal process, and tribunals expect people to try to resolve matters first. Starting low does not weaken your case; it shows you acted reasonably.

Put it in writing, and keep it calm and specific

Even after a conversation, follow up in writing so there is a dated record. Keep it factual and measured: what happened, when, and what you would like to happen now. Avoid anger and avoid conclusions — set out the facts and let them speak. A calm, specific message is more persuasive and harder to dismiss.

When you complain about discrimination, the law protects you

If you complain — formally or informally — that you have been discriminated against, that complaint is usually a 'protected act'. It is then unlawful for your employer to punish you for having made it. Being treated badly because you complained is victimisation, and it is a separate claim in its own right. This protection is one reason to raise concerns clearly and in writing.

Raising it does not pause your time limit

This is the trap to avoid. The strict tribunal time limit — generally three months less a day — keeps running while you raise concerns and wait for replies. Only notifying ACAS pauses that clock. Do not let an informal back-and-forth, however reasonable, drift past your deadline.