Make your HR complaint impossible to ignore.

No. This provides document drafting assistance and general information — it is not a substitute for an employment attorney. It deliberately won't tell you whether you have a legal claim. For harassment, discrimination or safety issues, an attorney's free first consultation is usually worth the hour, and the letter you produce here makes that hour more useful.

Five questions — your evidence, whether you can give dates and exact words, witnesses, whether you've read the company procedure, and whether you know what you're asking for. You get a score plus a specific fix for each weak area. A low score means gaps to close, not that you don't have a case: a single serious incident can be enough.

Retaliating against someone for raising a good-faith complaint about legally protected matters is unlawful in many jurisdictions, though the specifics depend on where you work and what the complaint concerns. Practically: keep copies of everything outside work systems, note any change in your treatment after filing with dates, and take that pattern seriously — the escalation tool treats retaliation as its own issue.

Anonymous complaints are much harder for HR to investigate, and they leave no record that you raised the issue on a given date. This tool is built for formal, on-the-record complaints. That record is what makes any later step — internal escalation or an external filing — possible.

You can still file. The tool frames it against company policy and stated values rather than reaching for legal terms that don't fit — which is the stronger move anyway, since a complaint that overstates gets answered on the overstatement instead of the substance.

If the issue involves your manager, go to HR directly. If it's a general policy concern, starting with your manager is reasonable, but copy HR so a formal record exists. Check your employee handbook first — most name a specific recipient, and filing through the wrong route is the easiest way for a complaint to sit unactioned.