Recent articles have highlighted a growing trend in workplaces across the UK: employees using AI tools to draft and submit grievances.
While technology can support clarity and confidence, it is also creating new challenges for HR teams: particularly where grievances become longer, more legally framed, and sometimes inflated beyond the core issue.
The obligation to investigate properly has not changed; regardless of how a grievance is drafted.
The Rise of AI-Drafted Grievances
AI tools can:
- Generate legally sounding language
- Insert references to discrimination or whistleblowing
- Suggest terminology employees may not fully understand
- Structure grievances in a formal, quasi-legal format
In some cases, employees may add content suggested by AI because it “sounds stronger” or appears to improve their position.
The result? HR teams are receiving grievances that are:
- Lengthy
- Broad in scope
- Legally complex on the surface
- Sometimes inconsistent with prior discussions
This does not mean the grievance lacks merit. But it does mean HR must carefully distinguish between:
- The genuine workplace issue
- Additional AI-generated framing or embellishment
The Legal Position Has Not Changed
Under the Employment Rights Act 1996, employees have the right not to be unfairly dismissed. If a grievance later connects to dismissal, a Tribunal will examine whether the employer acted reasonably.
The ACAS Code requires employers to:
- Carry out necessary investigations
- Act consistently
- Inform employees of findings
- Allow an appeal
What is “reasonable” depends on the circumstances. It does not require employers to investigate every speculative or irrelevant allegation exhaustively.
The Real Risk for Employers
The risk is not that employees are using AI.
The risk is that employers either:
- Overreact and treat the grievance as a legal claim immediately, or
- Dismiss it too quickly because it appears exaggerated
Both approaches can create exposure.
An AI-drafted grievance may contain references to discrimination, harassment or protected disclosures. These terms carry legal significance. If ignored or mishandled, the consequences can be serious.
However, simply because those words appear does not automatically mean the legal threshold is met.
This is where experienced HR makes the difference.
The Importance of Skilled, Commercially Aware HR
Strong HR practice means:
- Identifying the core issue
- Separating relevant facts from peripheral assertions
- Conducting a proportionate investigation
- Showing due diligence
- Avoiding unnecessary escalation
Due diligence does not mean indulging every point equally. It means focusing attention where it is legally and operationally required. While AI can change the tone of a grievance,It cannot change the facts.
The real value of experienced HR is cutting through the noise and identifying the actual workplace issue that needs addressing.
Final Thoughts
AI is not going away. Employees will continue to use it.
But the fundamentals of good HR practice in England & Wales remain unchanged:
- Fairness
- Proportionality
- Documentation
- Commercial awareness
Handled correctly, AI-drafted grievances do not need to create chaos. They simply require calm, experienced handling; focusing on substance over style.
If your organisation is seeing an increase in complex or AI-influenced grievances and would benefit from practical, commercially focused HR support, we are always happy to have a confidential conversation about how to manage them effectively and proportionately.
For tailored, personalised HR solutions that align with your business goals, contact Leonie Goodman Consulting for independent HR support that increases engagement, retention and compliance.