If you experience discrimination at work, write down what happened, preserve relevant evidence, review your employer’s reporting policy, and consider getting advice promptly. You can raise the issue internally, seek help from a union or workplace support service, or contact an external agency—but the right route and any legal deadline depend on where you work. An internal complaint does not necessarily pause a deadline for taking legal action.
1. Make a clear, secure record of what happened
As soon as you can, record each incident while details are fresh. Acas recommends keeping a record that includes dates and times, evidence such as emails or screenshots, and witnesses. Include:
- The date, time, and place of the incident.
- What was said or done, as accurately as you remember it.
- Who was involved and who witnessed it.
- How it affected your work, working conditions, or opportunities.
- Any related messages, documents, or earlier incidents.
Keep copies in a secure place you can access, and follow workplace rules and local law when handling confidential or personal information. Do not take or share documents you are not authorized to access. A record helps you explain the concern; it does not by itself establish that unlawful discrimination occurred.
Acas’s recordkeeping guidance is at acas.org.uk/discrimination-and-the-law.
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2. Choose an internal route that fits the situation
Check your employer’s discrimination, bullying, harassment, and grievance policies. They may explain whom to contact, how a complaint is handled, and whether there is a formal process. Depending on what happened and what you want, you could speak with a trusted manager, HR, or a union representative. You do not have to confront the person you believe acted improperly directly.
| Route | When it may fit | What to consider |
|---|---|---|
| Informal discussion | A less serious incident that may have been unintended, or a concern you want addressed through discussion. | Choose someone you trust and ask what steps can be taken. Informal handling may not suit serious or continuing conduct, and it does not necessarily change external deadlines. |
| Formal grievance | A serious or continuing problem, or when an informal approach has not resolved the concern. | Follow the employer’s process, make a written record, and keep a copy. Consider asking a union representative or adviser to help you understand the procedure. |
| External agency or legal route | You need independent help, the internal route is unsuitable, or a deadline or job decision may be approaching. | The relevant agency, process, and time limit depend on your location and circumstances. Seek local advice promptly rather than waiting for an internal process to finish. |
Acas explains informal and formal options for UK workplace concerns at acas.org.uk/discrimination-and-the-law.
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3. Put a report in writing
A concise written report can make it easier for the recipient to understand what you are raising and what response you want. Include:
- What happened and when, including whether the conduct is ongoing.
- Who was involved and any witnesses.
- Why you believe the treatment may relate to discrimination.
- What evidence you have and where it can be found.
- What action or outcome you are asking the employer to consider.
Keep a dated copy and note when and to whom you sent it. If you want an explanation before deciding what to do next, Acas describes asking questions about the conduct as one possible approach. You can also ask how the concern will be handled and what support is available while it is reviewed.
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4. Get external help early if needed
United States
For concerns within its remit, the U.S. Equal Employment Opportunity Commission (EEOC) accepts inquiries through its Public Portal, by phone, at an office, or by signed letter. A state or local Fair Employment Practices Agency may also handle a complaint; worksharing arrangements can allow a charge to be filed with both the EEOC and a state or local agency. Federal employees and applicants generally follow a separate EEO process. See the EEOC’s filing guidance at eeoc.gov/how-file-charge-employment-discrimination and federal-employee time limits at eeoc.gov/federal-sector/overview-federal-sector-eeo-complaint-process.
Federal law covers specified protected categories, including race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age 40 or older, disability, and genetic information. Coverage and legal tests vary, and a charge is an assertion seeking remedial action—not an agency finding that discrimination occurred. The EEOC’s Know Your Rights guidance says, “Contact the EEOC promptly if you suspect discrimination”: eeoc.gov/know-your-rights-workplace-discrimination-illegal.
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United Kingdom
Acas provides guidance on workplace discrimination and grievance procedures. The Equality Advisory and Support Service may also be relevant for advice about discrimination and human rights in Great Britain. Which service or legal route fits depends on the issue and where in the UK you work.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.5. Track deadlines separately from workplace procedures
Do not assume that raising a grievance, taking part in an investigation, or appealing an employer’s decision pauses a legal time limit. The rules below are jurisdiction-specific and may depend on the kind of claim and the dates involved. Get individual advice to calculate a deadline.
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U.S. EEOC deadlines
For most EEOC charges, the general deadline is 180 calendar days from the alleged discrimination. It can extend to 300 calendar days when a state or local agency enforces a law prohibiting the same basis of discrimination. Age claims have a distinct extension rule. Federal employees and applicants generally must contact an agency EEO Counselor within 45 days, subject to possible exceptions. These are general rules, not a determination that a particular claim is covered or timely. Check the EEOC’s current guidance at eeoc.gov/time-limits-filing-charge and eeoc.gov/federal-sector/overview-federal-sector-eeo-complaint-process.
UK tribunal time limits
Acas says most tribunal claims for workplace problems occurring before 1 October 2026 generally have a three-month-minus-one-day time limit; for most problems occurring on or after that date, the general period is six months minus one day. Transition rules and claim types matter. For 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 change tribunal time limits. Ask Acas or a qualified adviser how the rules apply to your dates: acas.org.uk/employment-tribunal-time-limits.
6. Record and report possible retaliation
In the United States, EEOC-enforced laws prohibit retaliation for protected activity such as filing a charge, reasonably opposing discrimination, or participating in an investigation or proceeding. Protections depend on the circumstances; they do not mean every negative workplace decision is unlawful. If treatment changes after you raise a concern, record the new events, dates, people involved, and any evidence, then ask the relevant agency or a qualified adviser whether the conduct may be reportable. EEOC guidance is at eeoc.gov/retaliation and eeoc.gov/retaliation-making-it-personal. The legal rules and routes elsewhere may differ.
Support and next steps
If a deadline, dismissal, disciplinary action, or other significant job decision may be involved, seek advice promptly from an appropriate local employment adviser, union representative, or official agency. No internal complaint, agency contact, or legal process guarantees a particular outcome. The most useful immediate steps are to preserve an accurate record, understand the route available to you, and get location-specific advice before a deadline passes.
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