Confidential

Informal grievance intake

Most concerns are cheapest to solve on the day they surface. Capture the facts, what has already been tried, and the resolution the employee is asking for, then decide whether this stays informal or escalates.

Intake completeness25%

6 items outstanding

Employee information

Name

Department

Role

Date

Nature of the concern

Plain facts in the employee own words. Avoid conclusions at this stage.

What issue or concern are you experiencing

When did this first occur

Who or what is involved

Previous resolution attempts

Have you spoken to the person or people involved

Have you discussed this with a manager or HR representative

Desired outcome

What would be a fair and reasonable resolution

Specific actions requested of management

Additional comments

Anything else to add

If the concern involves harassment, discrimination, retaliation or safety, it does not stay informal. Move it straight to the formal grievance and open an investigation.

Open a formal grievance Open an investigation

Live document

Set company

Company and PEO references fill in from your company profile.

INFORMAL GRIEVANCE PROTOCOL

CONFIDENTIAL HUMAN RESOURCES RECORD

Company:[Company]

PEO partner:[PEO]

EMPLOYEE INFORMATION

Name:______

Department:______

Role:______

Date:2026-08-30

NATURE OF THE CONCERN

Issue or concern:

______

When the issue first occurred: ______

Who or what is involved: ______

PREVIOUS RESOLUTION ATTEMPTS

Spoke with the person or people involved: ______

Discussed with a manager or HR representative: ______

DESIRED OUTCOME

A fair and reasonable resolution:

______

Specific actions requested of management:

______

ADDITIONAL COMMENTS

______

Employee Signature:____________________ Date: ____________