Should I speak to HR?

HR can be a useful route in some situations. The important question is what outcome you need and whether HR is the right route to achieve it.

Define the outcome first

Do you need clarification, a process question answered, an informal intervention, a formal complaint route or a record of a concern?

Prepare facts, not a diagnosis

Bring specific events, dates, relevant documents and the effect on your work. Avoid relying on assumptions about someone else’s motive.

Understand HR’s role

HR works within the organisation. That does not make the route inherently good or bad; it means you should be clear about what you are asking them to do.

Know when external support may matter

If a legal deadline, dismissal, discrimination allegation, whistleblowing issue or other high-stakes matter may be involved, consider appropriate independent advice as well.