Your Rights · WorkRespond to workplace harassment with a clearer record and plan.
Get a plain-language read on what you're dealing with, a documentation system that holds up, and a step-by-step path for HR or external escalation if it comes to that.
Incident log
documentation system
7 days
protection routine
10
min to your plan
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Instant delivery to your emailThe Problem
The hardest part is knowing something is wrong but not knowing how to organize it.
You experience it emotionally long before you can explain it clearly
That makes it hard to know what matters most, what to write down, and what to say if reporting becomes necessary.
A weak record turns a serious pattern into a vague story
Without dates, specifics, witnesses, messages and impact, the issue is easier to minimize than it should be.
Reporting without structure can backfire — but waiting without documenting hurts too
The answer is neither panic nor silence: it's a calm sequence of fact-building, documentation and the right escalation path.
You don't need legal theater — you need a playbook
Once the issue is categorized and documented properly, the next move becomes much easier to make.
What You Get
Everything to handle a workplace situation more clearly.
Plain-English Issue Check
What kind of concern this resembles, without the jargon.
Documentation Builder
An incident log with dates, people, witnesses and impact.
HR Complaint Template
A calm, factual complaint you can fill in and send.
Complaint Path Planner
Document more, report now, follow up, or escalate.
7-Day Protection Tracker
A weekly routine that keeps the record continuous.
Next-Step Verdict
One clear action, so you neither freeze nor escalate blindly.
How It Works
From workplace confusion to a clear record and plan in 10 minutes.
1
Tell the AI what has been happening
The behaviour, who's involved, and whether it feels repeated, escalating, or tied to something you raised.
~5 minutes2
Get the issue read and the documentation structure
What kind of situation this resembles, the three facts that matter most, and what to preserve first.
~3 minutes3
Use the complaint path if you decide to report
Build the HR summary, keep the weekly record going, and prepare escalation only if it continues.
~15 minutes1 playbook
covering the facts, the documentation and the next step — so the decision to report is yours to make on your own timing
10 min
to your situation snapshot
1 log
structure you keep reusing
7 days
of weekly protection routine
Questions
Everything you need to know.
Does this give legal advice or represent me?
No. It helps you organize facts, understand the situation in plain language, and prepare practical next steps — it isn't legal advice or representation, and it won't tell you whether you have a claim. It does tell you when the situation has reached the point where an employment attorney is worth talking to, and many offer a free first consultation.
What if I'm not even sure whether this counts as harassment?
That's one of the main things it's for. You describe what happened and get a plain-English read on what it resembles, whether it looks isolated, repeated or escalating, and which facts matter most — without anyone telling you that you're overreacting or that you should already have reported it.
Will it help me document even if I haven't reported anything yet?
Yes, and that's the stage it's built for. You get an incident log structure, the fields to complete for each entry, what to preserve and where to keep it — outside work systems, since access to a work account can end without warning — and a weekly routine so the record stays continuous rather than reconstructed later.
What if I'm worried about retaliation?
It's treated as its own thread throughout: what retaliation tends to look like — schedule changes, sudden performance criticism, exclusion — what to record from the day you report, and why it's handled as a separate issue from the original conduct. The weekly tracker exists partly so those changes get logged with dates rather than noticed in hindsight.
Can it help with an HR complaint and outside escalation?
Yes. There's a fill-in complaint template and a planner that helps you choose between documenting more, reporting now, following up, or preparing to escalate. It also flags that external routes have filing deadlines which vary by agency and location and are worth confirming early — an internal HR process doesn't pause them.
What if I feel unsafe rather than just uncomfortable?
Then this isn't the first tool to reach for. If there are threats of violence or you feel physically at risk, contact building security or the police — the toolkit says so directly rather than routing you into a documentation exercise. Use it afterwards for the record.
Reviews
More structure, less fear-driven guesswork.
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