Raising a concern about a colleague's behavior with HR
A coworker's behavior has crossed a line and you have decided to report it.
Strategy
Bring dates, specifics, and what you want to happen. Describe behavior and impact; leave the labels and the legal conclusions to the people whose job that is.
I want to report something and I'd like to know how this process works before I go further. On the 3rd and again on the 11th, in the team channel, Marcus called my work "amateur hour" in front of the group. On the 12th he told me to stop copying our director on updates. I've written down dates and kept the messages. What I want is for it to stop. Tell me what happens next and what I should expect from my side.
What usually happens next
Most likely: questions about dates, witnesses, and whether you have raised it with him or your manager already.
If they push back
If they ask whether you want it handled informally: "I'd rather you tell me what each path looks like, including what gets shared with him, and then I'll choose."
What not to say
- This is basically harassment, legally
- Everyone knows what he's like
- I want him written up
- Maybe I'm overreacting, forget it
Follow-up
Thanks for the time today. Attaching the dated notes and screenshots we discussed. My understanding is you'll come back to me by the 20th with next steps.
Before you have this one
Reporting a colleague can move quickly beyond a conversation. Ask HR to walk you through the process and what gets shared before you decide how far to take it, and keep your own dated notes. If the behavior involves harassment, discrimination, threats or your safety, say that plainly and ask for the specialist route — that judgement belongs to HR, an employee or union representative, or a qualified adviser, not to a script. If it has affected your health, your employee assistance programme is there for that part.
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