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If you experience discrimination at work, document what happened, review your employer’s reporting process, and seek help through a route that feels safe. You do not have to confront the person involved directly. Because legal definitions, reporting channels, and deadlines depend on where you work, check local guidance promptly—especially if your job or a filing deadline may be affected.
1. Make a clear, secure record
Write down what happened as soon as you can, while details are fresh. Include the dates and times, the conduct as you remember it, who was involved, any witnesses, and how the incident affected your work. Save relevant emails, messages, or screenshots in a lawful and secure place, and keep copies of anything you send to your employer.
Acas recommends keeping a record of what happened, including dates and times, evidence such as emails or screenshots, and witnesses. A record can help you explain the concern consistently; it does not by itself establish that unlawful discrimination occurred.
2. Choose an internal route that fits the situation
Check your employer’s policy on discrimination, bullying, harassment, or grievances. You could speak with a trusted manager, HR, or a union representative if that feels appropriate. You do not have to raise the issue with the person whose conduct concerns you.
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| Route | When it may fit | What to weigh |
|---|---|---|
| Informal discussion | A less serious incident that may have been unintended, or a situation where you want an early conversation. | Whether you feel safe raising it informally, what outcome you want, and whether the problem is continuing. |
| Formal grievance | A serious or continuing problem, or when an informal approach has not resolved the concern. | Your employer’s procedure, the evidence available, and how the process may affect workplace relationships. Acas explains informal and formal options for raising a discrimination concern. |
| External agency or legal route | When you need advice about your rights, an internal route is unsuitable, or a deadline may apply. | Which process applies where you work, eligibility and filing rules, and the time limit. An agency charge or complaint is an assertion—not an agency finding that discrimination happened. |
3. Make a written report specific
If you decide to report the concern, explain what happened, when and where it happened, who was involved, why you believe it relates to discrimination, and what evidence or witnesses may be relevant. State what action or outcome you are requesting, such as an investigation or steps to stop the conduct. Keep a dated copy and note any response or follow-up.
Acas describes asking questions and seeking an explanation as one possible approach. You can use the employer’s process without assuming it will produce a particular result.
4. Get advice and check the external route for your location
Legal definitions, protected grounds, reporting channels, and deadlines differ by jurisdiction. The examples below cover the United States and the United Kingdom; neither process is universal. For advice about your circumstances, contact the relevant agency, an employment-law adviser, or a union representative promptly.
United States
For many private-sector and state or local government workers, the U.S. Equal Employment Opportunity Commission (EEOC) accepts inquiries through its Public Portal. Other ways to start include calling or visiting an EEOC office, or sending a signed letter. A state or local Fair Employment Practices Agency may also handle a complaint; worksharing arrangements can allow dual filing. The EEOC explains its charge filing options and process. Federal employees and applicants generally use a separate process.
Federal discrimination laws cover specific protected categories, including race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age 40 or older, disability, and genetic information. The legal test and available protections depend on the law and facts; a concern or complaint is not itself a determination that discrimination occurred.
United Kingdom
Acas provides guidance on workplace discrimination and how to raise a concern. The Equality Advisory and Support Service may also provide support on discrimination and human-rights issues. Which legal protections apply depends on the circumstances and the Equality Act 2010 framework.
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5. Track deadlines separately from your employer’s process
Do not assume that an internal complaint, grievance, disciplinary process, or appeal pauses a legal deadline. Keep your own calendar of relevant dates, and get local advice on how the time limit applies to your situation.
United States EEOC time limits
The EEOC’s general deadline to file a charge is 180 calendar days from the alleged discrimination. It can extend to 300 calendar days when a state or local agency enforces a law on the same basis; whether the extension applies depends on the jurisdiction and the claim. Age-discrimination claims have a distinct rule. Federal employees and applicants generally must contact an agency EEO Counselor within 45 days, subject to possible exceptions. Check the EEOC’s time-limit guidance and seek advice rather than relying on a general summary.
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United Kingdom tribunal time limits
Acas says that most tribunal claims for workplace problems occurring before 1 October 2026 generally have a limit of three months minus one day; for most problems occurring on or after that date, the general limit 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. See Acas’s tribunal time-limit guidance and get individual advice on calculating your deadline.
6. Keep records if treatment worsens after you report
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. The EEOC explains what retaliation is and how the law addresses it. If you experience new adverse treatment after raising a concern, record what happened, when, who was involved, and any evidence, then ask the appropriate agency or adviser about next steps. Protections and processes vary outside the United States.
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