Raising a Concern at Work

What to do if you have a concern at work:

Speaking up at work isn’t always easy. The good news is, going straight to a formal grievance process isn’t always necessary.

Most of the time, the first step is to have an informal conversation about what’s on your mind.

Your line manager is usually your first port of call. If that doesn’t feel right, you could speak to a trusted senior colleague or your People or HR team.

When to have an informal chat:

Informal conversations can be helpful when:

• Something is bothering you or affecting how you feel at work,
• You’re unsure about a decision or process and want some clarity,
• A colleague’s words or actions have left you feeling uncomfortable,
• You’ve noticed something that’s impacting morale, wellbeing, or how the team works,
• A situation just doesn’t feel fair.

When you share your concerns in a calm and constructive way, you’re giving yourself and your colleagues the chance to resolve things together. Often this leads to a quicker and more positive outcome.

If your concern is more serious (such as bullying, discrimination, or anything to do with health and safety), it’s still okay to start informally, but consider getting advice early from HR, a manager you trust, or the NABS Advice Line.

Preparing for an informal chat.

Taking a moment to pause and reflect can help you feel more grounded, ask yourself:

1. What’s the issue (in simple terms)?
2. How is it affecting you or your work?
3. What would you like to see change?
4. Do you have any notes, examples, or emails that might help?
5. When and where would be a good time to talk? (Ideally somewhere private, without time pressure.)

It can help to jot down your thoughts or run them by someone you trust.

What to say in an informal chat:

You don’t need to have the perfect words.  Aim to be clear, respectful, and honest. Here are some ways you could open the discussion:

• “Do you have a few minutes to talk? There’s something I’d like to share.”
• “Can we find a time to talk about something I’ve been finding tricky lately?”
• “I wanted to raise something that’s been on my mind, and I think it would help to talk it through.”

Once you’ve started, focus on the impact, not the blame.  Try framing your experience this way:

• “I’ve noticed…”
• “I felt uncomfortable when…”
• “It would really help me if…”

The aim of your informal chat is a shared understanding and, ideally, a practical solution. Phrases you could try include:

• “I’m not sure if you were aware, but…”
• “What’s your take on this?”
• “Would it be possible to try…?”
• “I’d love to find something that works for both of us.”

Using “I” statements helps keep the tone constructive and less likely to feel confrontational.

After the Chat

• Give it a little time. It’s okay if there isn’t an immediate answer from your informal chat. Solutions often evolve through ongoing conversations.
• Jot down what was discussed- no need to rely on your memory. And if things don’t improve and you want to escalate the issue, you’ll have a log of the conversations.

If things start to improve, that’s great. If not, you might want to explore more formal options, like speaking to HR or raising a formal grievance.