Reporting workplace harassment or discrimination can feel overwhelming, especially when the person involved has power over your job, schedule, reputation, or income. Preparing before you report can help you protect your clarity, your records, and your next steps.
Start by getting clear on your goal
Before you make a report, ask yourself what you are hoping will happen. You might want the conduct to stop, a schedule change, a safer reporting line, an apology, an investigation, accommodation, a transfer, or a record of what occurred. You may also simply want to understand your options before deciding whether to report formally.
Your goal can change as you learn more. The point is not to have every answer before you act. The point is to avoid being pushed into a process without knowing what you need from it.
Review the workplace policy
If your employer has a harassment, discrimination, workplace violence, code of conduct, human rights, or complaint policy, read it before you report. Look for the reporting pathway, timelines, confidentiality language, anti-retaliation protections, and who is responsible for receiving complaints.
If the policy says to report to the person causing the harm, or to someone closely connected to them, note that concern. A reporting pathway should not force you to disclose sensitive information to someone who cannot handle it safely.
Organize your timeline
A timeline does not need to be perfect. It should help someone understand the sequence of events. Put incidents in order and include dates, people involved, witnesses, and evidence. If you have emails, messages, photos, schedules, or notes, connect each item to the relevant part of the timeline.
Short, factual entries are often more useful than long explanations. You can always add context later. The first job is to make the pattern visible.
Separate facts, impact, and requests
When you report, it can help to separate your information into three parts:
- Facts: What happened, who was involved, where it happened, and when.
- Impact: How it affected your work, health, pay, schedule, safety, or ability to participate equally at work.
- Requests: What you are asking the employer to do now, such as preserve evidence, prevent contact, investigate, stop retaliation, or confirm next steps in writing.
This structure helps keep the report focused, especially if you are upset or worried about being dismissed.
Think about retaliation before it happens
Many workers fear retaliation, and that fear is not irrational. Retaliation can look like reduced hours, changed duties, exclusion, discipline, threats, negative performance comments, pressure to resign, or sudden termination after a complaint. If you are worried about retaliation, document your current schedule, role, pay, assignments, and performance record before reporting.
If something changes afterward, you will have a clearer before-and-after record. Keep documenting after the report, not just before it.
Ask for written confirmation
After a meeting or phone call, send a calm follow-up email summarizing what you understand. For example: “Thank you for meeting with me today. My understanding is that I reported X, provided Y documents, and that the next step is Z by Friday.” This creates a record without needing to sound confrontational.
If someone refuses to put anything in writing, make your own dated note about the conversation as soon as possible.
Do not handle it alone if you do not have to
Consider whether you have a union, a trusted colleague, a support person, a community advocate, a lawyer, a counsellor, or another safe person who can help you think clearly. Workplace harm is isolating by design. Support can help you slow down, organize information, and avoid making decisions from panic.
General information only: This article is educational and is not legal advice. If you are preparing to report harassment, discrimination, retaliation, or abuse of power at work, you can read more in our Publications or contact us through Tell Us Your Truth.
