AI-written grievances add new pressure for employers
Small businesses are being warned not to be put off by increasingly polished employee grievances, as artificial intelligence makes it easier for staff to produce formal-looking workplace complaints that reference legal concepts and terminology.
While this can make complaints appear more serious at first glance, employers are being urged to focus on the underlying issues rather than the language used.
When Grievances Look More Professional Than They Are
Employment law specialists are seeing a growing number of grievances that read as though they have been drafted by a legal professional, when in reality the employee has simply used an AI tool to help organise their thoughts and present their concerns more clearly.
One common issue is that complaints can sound legally sophisticated while failing to clearly explain what has actually happened. In some cases, the wording may exaggerate the significance of relatively straightforward workplace concerns. In others, important details may be missing, inconsistent or unclear, despite the confident tone of the document.
As a result, employers can find themselves spending time responding to the language of a complaint rather than addressing the substance of the issue itself.
The Right Approach: Focus on the Facts
Legal experts say the best approach remains the simplest: identify the core concern, investigate the facts and follow established grievance procedures. If a complaint is unclear, the advice is to ask questions rather than be distracted by specialist terminology. What matters most is understanding exactly what the employee claims has happened and ensuring their concern is dealt with fairly and consistently.
Employment Law Changes Add Urgency for Small Businesses
The issue comes at a time when employers are already dealing with significant changes to employment law. Under the changes introduced by the Employment Rights Act, employees will be able to bring unfair dismissal claims much earlier in their employment, with the qualifying period narrowing to six months from January 2027.
For smaller businesses in particular, this is likely to increase the importance of how grievances and workplace concerns are handled from the outset. As employees gain access to employment rights earlier, businesses will need robust processes in place from day one, including training managers, documenting decisions carefully and ensuring grievance procedures are followed consistently.
Using AI to Respond to AI: A Word of Caution
Some businesses are considering whether to use AI tools to help them respond to AI-generated grievances, but experts caution against leaving it to technology to assess complaints or make decisions. While AI can certainly help with administrative tasks such as summarising documents or organising information, provided adequate checks are in place, over-reliance on it risks producing unfair or inconsistent outcomes. Workplace disputes often involve context, nuance and judgement that automated systems cannot easily capture.
And in all of this, the human element remains important: when a grievance doesn't quite add up, a quiet conversation may help bring out the facts and make all the difference.
Speak to an Employment Solicitor
If your business is dealing with a workplace grievance or wants to make sure its procedures are ready for the changes ahead, our employment solicitors at Stephen Rimmer can help you respond consistently, fairly and with confidence.