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Start by recording what happened
Make a dated record as soon as you can. Note the date and time, what was said or done, who was involved, anyone who witnessed it, and how it affected your work. Save relevant emails, messages, documents, or screenshots, and note where other evidence may be found.
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Keep your notes and copies somewhere secure and lawful to access. Do not take confidential business or other people’s personal information that you are not entitled to keep. Acas recommends keeping a record of events, dates and times, evidence, and witnesses for workplace discrimination concerns in the UK: Acas guidance on discrimination and the law.
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Choose an internal route that fits the situation
Check your employer’s discrimination, bullying, harassment, and grievance policies. Depending on your workplace, you may be able to speak with a trusted manager, HR, or a union representative. You do not have to confront the person whose conduct concerns you directly.
Informal discussion
An informal approach may be suitable for a less serious incident that may have been unintended, particularly if you feel safe raising it and want a quick change in behaviour. You can ask a manager or HR to help address the issue. If the conduct continues or the response is inadequate, record that too and consider a formal route.
Formal grievance
A formal grievance may be more appropriate for a serious or continuing problem, or when an informal approach is unsuitable. Follow the policy’s submission process and keep a copy of what you send. Acas describes informal and formal options for UK employees and notes that a serious issue may warrant a formal grievance: Acas guidance on discrimination and the law.
What to put in a written report
Explain what happened and when, who was involved, why you believe it relates to discrimination, what evidence or witnesses may be relevant, and what action or outcome you are requesting. Be factual and specific; separate what you observed from what you infer. Keep a copy and note when and to whom you sent it. Acas also describes asking questions in writing as one way to seek an explanation.
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Internal procedures can help resolve a workplace problem, but they are separate from external legal processes. Routes, protected grounds, and time limits vary by jurisdiction. If you may need to make a legal claim, face a job decision, or are unsure about a deadline, contact the relevant agency, advisory service, union, or qualified local employment adviser promptly.
United States: EEOC and state or local agencies
For many private-sector and state or local government workers, the U.S. Equal Employment Opportunity Commission (EEOC) accepts inquiries through its Public Portal; you can also call, visit an EEOC office, or send a signed letter. A charge is an assertion asking the agency to take remedial action, not a finding that discrimination occurred. State and local Fair Employment Practices Agencies may also handle complaints, and worksharing arrangements can allow dual filing. See the EEOC’s charge-filing guidance.
Federal employees and applicants generally follow a separate process: they must contact an agency Equal Employment Opportunity (EEO) Counselor within 45 days of the matter they believe is discriminatory, subject to possible exceptions. The EEOC explains this process and its deadlines in its federal-sector complaint guidance.
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United Kingdom: Acas and support services
In the UK, Acas provides workplace advice and explains discrimination and grievance options. The Equality Advisory and Support Service may also be a source of support. You can contact a union representative if you have one. Which route is suitable depends on your circumstances and the type of workplace issue.
Track legal deadlines separately from workplace procedures
Do not assume that a conversation with HR, an internal grievance, or an appeal stops an external filing deadline. Acas says internal grievance, disciplinary, and appeal procedures do not change tribunal time limits. If a deadline may apply, get individual advice and calculate it using the rules for your jurisdiction and claim.
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U.S. EEOC deadlines
For most EEOC charges, the general deadline is 180 calendar days from the alleged discriminatory act. It can be extended to 300 calendar days when a state or local agency enforces a law prohibiting discrimination on the same basis. The applicable period depends on the jurisdiction and the legal basis; age claims have a distinct extension rule. The EEOC’s time-limit guidance explains the rules. Contact the EEOC promptly if you suspect discrimination, as its Know Your Rights guidance advises.
UK tribunal time limits
Acas states that most tribunal claims for workplace problems before 1 October 2026 generally have a three-month-minus-one-day limit, while most problems occurring on or after that date generally have a six-month-minus-one-day limit. Transition rules and claim type matter; discrimination timing is generally tied to the most recent act included in the claim. Acas early conciliation can pause a claimant’s time limit when properly notified within the deadline, but an internal grievance does not. Get individual advice rather than relying on a general calculation. See Acas tribunal time-limit guidance.
Keep a record if you experience retaliation
Retaliation or other adverse treatment after reporting may be important to raise with the appropriate agency or adviser. Under laws enforced by the EEOC, protections cover activities such as filing a charge, reasonably opposing discrimination, or participating in an investigation or proceeding. The protection does not mean every disagreement or negative workplace decision is unlawful retaliation; the facts and applicable law matter. Preserve a record of subsequent conduct and consult the EEOC’s retaliation guidance or an appropriate local adviser.
Understand what your report does—and does not—establish
Protected characteristics and legal tests differ by jurisdiction. The EEOC lists federal categories including race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age 40 or older, disability, and genetic information. In the UK, the Equality Act 2010 sets out protected characteristics. A person’s report or belief is not itself an agency or tribunal finding that unlawful discrimination took place. For a decision about your own circumstances, use official local guidance or qualified legal advice.
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