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Validity : 05th Aug'26 to 15th Aug'26
The First 24 Hours After an Employee Complaint: What Managers Must Say, Document and Escalate
- What may count as an employee complaint, even when the employee does not use formal or legal language.
- Why the manager’s first words and actions can affect trust, risk, and the quality of any later review.
- How to listen, remain neutral, and ask limited factual questions without starting your own investigation.
- What managers should acknowledge and what they should never promise about secrecy, outcomes, or timing
- How to record dates, facts, exact wording, witnesses, documents, and immediate concerns accurately.
- How to protect confidentiality on a need-to-know basis and avoid casual discussion of the complaint.
- When immediate safety, wellbeing, scheduling, or protective action may need to be escalated.
- How and when to involve Human Resources, compliance, legal, ethics, security, or another designated function.
- How to avoid retaliation and actions that could reasonably appear retaliatory after a concern is raised.
- Common mistakes managers make, including dismissing the concern, confronting the accused, promising a result, or trying to resolve the matter informally.
- A simple first-24-hours response framework managers can use under pressure.
Overview of the webinar
When an employee raises a concern about harassment, discrimination, bullying, retaliation, misconduct, safety, ethics, or unfair treatment, the receiving manager may have only a few minutes to respond well. This workshop gives managers, Human Resources professionals, and compliance-aware leaders a practical approach to the first 24 hours after a complaint. It focuses on listening without conducting an informal investigation, acknowledging the concern without making promises, capturing factual information, protecting confidentiality, identifying immediate risks, avoiding retaliation, and escalating through the correct internal process. The session is designed as practical management and compliance awareness rather than legal advice.
Who should attend?
- Managers and Supervisors Who May Receive Employee Concerns
- Human Resources and Employee Relations Teams
- Compliance, Ethics, Risk, and Legal-support Professionals
- Operational leaders Responsible For Workplace Conduct and Escalation
Why should you attend?
Employee complaints often reach a line manager before Human Resources, compliance, legal, or an ethics team becomes involved. The manager’s first response can protect trust and support a fair process, or create confusion, weak documentation, confidentiality problems, retaliation concerns, and unnecessary risk. Managers need a clear and practical framework for what to do immediately.
Faculty - Mr.Lukasz Kalinowski
Lukasz Kalinowski is an Executive Coach, Leadership Trainer and former General Manager with over 18 years' experience in leadership, operations and management. His background includes leading large teams, managing high-pressure commercial environments, and supporting senior leaders, managers and business owners across the UK, US, Europe and the UAE.His work focuses on practical leadership: difficult conversations, accountability, conflict at work, resilience, change fatigue, decision-making under pressure and helping teams adopt Artificial Intelligence without fear, confusion or unnecessary extra work. Lukasz combines senior operational experience with executive coaching to deliver sessions that are clear, direct and immediately useful for busy professionals.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.