PanicStation.org
UK USA
uk Work & employment crises

What to do if…
HR is ignoring your reports of repeated unwanted behaviour at work and the situation is escalating

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Move to a safer pause, then put the delay and the escalation in writing today. Ask for immediate interim protections while the behaviour is looked into.

Do not do these things

  • Do not confront the person alone, in a private space, or after hours.
  • Do not send a mass email or post about it on social media; it can complicate the workplace process.
  • Do not delete messages, screenshots, meeting invites, emails, or notes; keep the record intact.
  • Do not resign, agree an exit, or sign anything while panicked or feeling unsafe.
  • Do not secretly record conversations unless you have checked the workplace policy and the legal position for your situation; if unsure, use written evidence and factual notes.
  • Do not assume HR delay means nothing can be done; you can ask for the issue to be escalated and handled through the formal route.

What to do now

  1. If it feels unsafe, prioritise safety over process.
    Move to a staffed or public area, contact a manager you trust or on-site security, and leave the workplace if you need to. If someone is in immediate danger, call 999. If there are threats, stalking, assault, or other potentially criminal behaviour but it is not an emergency, you can contact police on 101.

  2. Start or update a simple incident log now.
    For each incident, write the date and time, location, who was there, what happened in plain words, how you responded, and what evidence exists. Evidence might include emails, chat messages, screenshots, meeting invites, witness names, or where CCTV may have covered the area.

  3. Escalate in writing to HR and a more senior route.
    Use a short email title such as: “Escalation: repeated unwanted behaviour — interim safety measures requested”. Include:

    • that the behaviour is repeated and escalating
    • 3–6 dated examples in one line each
    • when you previously reported it
    • that action is delayed
    • what you need now, such as no direct contact, a different rota or desk, a temporary change of reporting line, remote work, accompanied meetings, or schedule changes
    • a request for a named case owner and a clear next-step date

  4. Say plainly if the behaviour may be harassment or discrimination.
    If the behaviour appears linked to sex, race, disability, religion or belief, age, sexual orientation, gender reassignment, pregnancy or maternity, or marriage and civil partnership, say that in the written escalation. If it involves sexual harassment, you can say you expect the employer to take reasonable steps to prevent it and respond to it.

  5. Raise a formal grievance in writing if the informal route is not protecting you.
    Say that you want it handled under the organisation’s grievance procedure. Ask who it should be sent to if you are unsure, and ask for written confirmation that it has been received.

  6. Ask for interim protections before the final outcome.
    Put the protections you need in writing and explain which ones reduce contact, reduce escalation risk, or help you keep working safely. Ask for a temporary plan while the grievance or investigation is ongoing.

  7. Ask to be accompanied if a grievance meeting is arranged.
    Where the grievance meeting is about a legal or contractual duty, workers generally have the right to be accompanied by a trade union representative or work colleague. Ask in advance. If the employer says the legal right does not apply, ask them to allow a companion as good practice because you need support to take part safely.

  8. Get one source of backup support today.
    If you are in a union, ask your union representative to help with the escalation, grievance, and meetings. You can contact Acas for workplace guidance. If discrimination or harassment linked to a protected characteristic may be involved, you can contact the Equality Advisory Support Service.

What can wait

  • You do not need to decide today whether to take legal action or go to an employment tribunal.
  • You do not need a perfect statement; a clear timeline, preserved evidence, and a written escalation are enough for now.
  • You do not need to confront the person or prove intent; focus on what happened and what protection you need.
  • You do not need to negotiate any exit or settlement terms while you feel panicked or unsafe.

Important reassurance

It is understandable to feel shaky, angry, or unable to focus when unwanted behaviour keeps happening and the response is delayed. Asking for interim protections and a clear written process is a reasonable step when behaviour is escalating.

Scope note

These are first steps to reduce risk and create a clear record. Later decisions, including appeals, external claims, or longer-term workplace changes, may need specialist help once you are safer and supported.

Important note

This is general information, not legal, medical, financial, therapeutic, or professional advice. Workplace policies and facts vary. If you feel in immediate danger, treat it as a safety issue first and contact emergency services.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

Support us