What to do if…
you discover rumours about your performance are being circulated at work

What to do now

1. Write down what you actually know.
   Note who told you, the exact words used, where and when it happened, who was present, and whether any client, customer, safety, or deadline issue was mentioned. Separate facts from assumptions.

2. Save a permitted performance baseline.
   Keep copies you are allowed to access and retain, such as recent objectives, one-to-one notes, feedback, appraisals, agreed targets, key metrics, and examples of completed work. Do not take confidential material outside approved systems.

3. Check the workplace rules before reacting.
   Find the policies on performance management, dignity at work, bullying, harassment, grievances, communications, and social media. Save or note the exact policy names and dates.

4. Book a short private meeting with your line manager.
   Use neutral wording such as: “I’ve become aware there may be concerns being circulated about my performance. I want to check the facts and agree expectations. Can we meet to clarify priorities and how my performance is being assessed?”

5. In the meeting, ask for specifics.
   Ask what concerns exist, what examples or dates are being relied on, whether anything is informal or formal, what standard is expected, what your immediate priorities are, what support is available, and when the next check-in will be.

6. Follow up in writing the same day or next working day.
   Send a calm summary of what was agreed: priorities, deadlines, success measures, support, and the next review date. This creates a clearer record than repeated conversations about rumours.

7. If the rumours are coming from a manager or affecting decisions, use the proper route.
   If informal steps do not stop the harm, or the rumours are affecting workload, appraisal, promotion, disciplinary action, or performance management, consider raising a grievance under your employer’s procedure. Keep it focused on what was said or done, the impact, and what you want to happen.

8. Ask about being accompanied if it becomes formal.
   If you are invited to a formal grievance meeting, ask in writing what type of meeting it is and whether you can bring a colleague or trade union representative. In many formal grievance situations, workers and employees have a right to be accompanied.

9. If it may be bullying, harassment, or discrimination, say that clearly and calmly.
   If the rumours relate to a protected characteristic, such as age, disability, race, religion or belief, sex, sexual orientation, pregnancy or maternity, or gender reassignment, include that in your notes and when raising the issue. Ask what steps will be taken to stop the behaviour and prevent retaliation.

10. If written messages about you may be affecting decisions, consider a subject access request.
    If the situation escalates, you can consider asking for copies of your personal data. Organisations usually have to respond without undue delay and within one month, although extensions can apply, so treat this as a record-gathering step rather than an instant fix.