When (and How) Do I Report Something to HR?

Ladies and gentlemen: Welcome, welcome! Please silence your phones. Cue the lights, drumroll, please! 

Introducing the sometimes-denigrated champion of employee rights, the (sometimes) bureaucratic enforcer and mediator — the one, the only . . . the HR department!! 

(Insert standing ovation.)

HR often gets a bad rap because it enforces compliance and employee relations guidelines. But unless we’re talking about Toby Flenderson from The Office, HR handles much more than harassment complaints. For example, HR also does the following tasks: 

• Training/development.
• Recruiting/hiring.
• Processing payroll. 
• Handling employee benefits. 
• Providing career growth. 
• Promoting a safe work environment. 
• Maintaining company culture. 
• Responding to employee concerns. 
• Administering discipline

However, most people associate HR with only the last two tasks. After all, a dedicated HR department prioritizes corporate well-being and worker safety. In addition, since HR recognizes the cost of employee turnover, they enable employees to perform well. So, it’s essential to approach this department’s representatives respectfully. 

But when and how do you address a complaint with HR? The process looks different from one company to the next. Nonetheless, HR’s purpose remains the same: protecting both the company and the employee. 

When to Report Something to HR 

• Illegal Activity: If you witness or become the victim of illegal activity in the workplace, report it directly since HR must act immediately. Illegal actions include (but are not limited to) theft, drug use, fraud, or the disclosure of proprietary information. 

• Lack of Safety: If you feel unsafe at work, HR needs to know about it. Such concerns are a top priority in manufacturing, light industrial, or any situation involving machinery and tools. Less common conditions include moldy walls or unsafe office equipment. 

• Harassment: If another employee harasses you or makes you feel unsafe, report your concerns to HR. Not only is harassment frustrating and toxic, but HR is legally responsible for preventing it. 

• Discrimination: Discrimination due to gender, race, color, disability, or marital status is illegal. Report any discrimination to HR since it’s legally responsible for launching an investigation and preventing further incidents. 

• Conflict Resolution: While you shouldn’t approach HR just because Sally laughs too loudly, HR does mediate unresolved personality clashes and interoffice conflicts that undermine productivity. 

How to Report Something to HR

• Assess the Situation: Some situations are unequivocally unacceptable and require immediate reporting. In other cases, talking directly to your “offending” co-worker or supervisor might be a better plan. 

• Follow Procedure: Since each HR department may require a different complaint format, following your organization’s stipulated procedure is essential. Doing so routes your complaint to the right person.



• “Just the Facts, Ma’am!”: Build your complaint on accurate, detailed documentation. Specifics reign supreme — so don’t be ambiguous. Include a clear, unemotional explanation of what occurred: who was involved; the date, time, and location of the incident; and who witnessed the event. Creating a clear, factual report helps HR investigate and respond appropriately. 

Are you looking for a new career path? Career Concepts has been helping candidates find the “right job” for over 50 years! We’d love to help you find yours. So contact us today, and let’s get started!