A growing trend in HR is the rise of the “28-page grievance” – professionally written, packed with legal jargon and case references, but often light on facts and evidence.
When faced with an AI-generated grievance, focus less on how well it’s written and more on the substance, evidence, and desired outcome.
AI can produce persuasive documents that blur the line between genuine concerns, assumptions, and unsupported allegations.
Watch out for:
Legalistic language inconsistent with previous communications / References to legislation without supporting facts / Generic claims of bullying, hostile environments or constructive dismissal with no examples / Contradictions in timelines or accounts / Opinions and assumptions presented as fact.
Remember, investigate the facts, not the quality of the writing. Whether a grievance is written by an employee, a union representative, a solicitor, or AI, your role is to establish the fact of the matter.
The Essentials:
✔️ What happened
✔️ What evidence exists
✔️ Whether policies were followed
✔️ Whether there is a case to answer
✔️ What a reasonable outcome should be
A thorough, objective investigation remains your best defence against appeals, tribunals and costly employment disputes.
📞 Get in touch today to discuss how to respond to a grievance and conducting a thorough investigation.
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