Working in HR means you’re usually the one advising others on policies, processes and fair treatment. But what happens when you’re the one with a concern?
If you’re in HR jobs in London and find yourself needing to raise a grievance, it can feel awkward, exposing and even slightly ironic. The key is to approach it the same way you would professionally guide someone else: calmly, clearly and by the book.
Acknowledge That You Have the Right
First things first, you are still an employee.
It’s easy, especially in HR jobs in London, to feel you should “know better”, cope quietly or resolve issues informally at all costs. But having HR knowledge doesn’t remove your right to fair treatment. If something feels inappropriate, unfair or in breach of policy, you’re entitled to follow a formal process.
Remind yourself that raising a grievance is not a failure. It’s a structured way to address a workplace issue.
Start Informally If Appropriate
As with any grievance, consider whether the issue could be resolved informally first.
This might mean a direct, professional conversation with the person involved or your line manager. Keep it factual and focused on the behaviour or situation, not personalities.
However, if the matter is serious, involves your manager, or you feel uncomfortable handling it informally, it’s entirely reasonable to move straight to a formal route.
Check the Policy Carefully
You probably helped write or implement the grievance policy. Now you need to follow it.
Read it again as an employee, not as HR. Pay attention to:
- Who you should submit the grievance to
- Timescales
- Whether an external investigator may be appointed
- Your right to be accompanied
If you’re a senior in the HR team, the process may involve external support to ensure impartiality. That’s not a reflection on you. It’s about protecting the integrity of the process.
Keep It Clear and Factual
When drafting your grievance, stick to facts.
Outline what happened, when it happened and why it concerns you. Reference policies or expected standards if relevant. Avoid emotional or accusatory language, even if you feel strongly about the situation.
This is where your HR training helps. You understand what makes a grievance easier to investigate. Clarity and evidence matter. Ask yourself: would this be easy to assess if I were investigating?
Protect Your Professionalism
One of the hardest parts of raising a grievance in HR jobs in London is continuing to work alongside colleagues who may be involved in the process.
Keep your behaviour consistent and professional. Avoid discussing your grievance widely or venting in the workplace. Maintain confidentiality, just as you would expect others to do. Seek your support outside of work.
Consider the Impact on Your Career
Raising a grievance shouldn’t damage your career, but it’s natural to think about the longer term. If the situation reveals deeper cultural issues or breaks down trust beyond repair, it may prompt you to consider new opportunities. Many HR professionals find that challenging experiences clarify what kind of organisation they want to work in.
If you do decide to move on, frame the experience positively in interviews. Focus on resilience, integrity and your commitment to fair practice. We can support you in finding HR jobs in London.