Who this is for: People who want a calmer, clearer way to record a workplace concern and prepare for a conversation or professional advice.
Immediate actions
- Make a factual note as soon as you reasonably can.
- Keep the source of each item clear: what you saw, heard or were told.
- Consider whether you need independent support before taking a consequential step.
What to document
Dates, times, location, participants, direct words, relevant communications, response received and anything that changed afterwards can make a chronology easier to understand.
Common mistakes
- Mixing facts and conclusions in the same note.
- Relying on memory weeks later without a dated record.
- Taking information you are not entitled to keep or sharing confidential material unnecessarily.
Questions to ask
- What process applies and what are the expected timescales?
- Who will handle this and how will I receive updates?
- What information should I provide in writing?
Related official guidance
Useful next resource
Workplace incident log →Workplace Watch UK provides general information, not legal advice. HRBot iWitness does not replace a solicitor, trade union, ACAS or emergency services, and no outcome is guaranteed. Updated 2026-07-18.