How to Present a Workplace Complaint Clearly and Effectively Before the WRC or Tribunal

When you're bringing a complaint before the Workplace Relations Commission (WRC) or an employment tribunal, clarity is crucial. It's not enough to say, "I was treated unfairly" — you need to explain what happened, why it matters, and how it breaches the law.

This can feel overwhelming, but a practical four-part method can help you organise your case clearly and effectively.

The Four Key Questions

To build a strong and structured complaint, work through these four steps:

1. What happened?
   Describe the factual event or action taken against you.
2. What happened (or didn't happen) as a result?
   Set out the consequences — what the employer did or failed to do.
3. What legal obligation or employment right was breached?
   Identify the specific law, policy, or code your employer failed to follow.
4. What harm or loss did that cause you?
   Explain the negative outcome — e.g. financial loss, reputational damage, or emotional stress.

Example: Ben's Case – Unfair Dismissal

Background:
Ben is a delivery driver who has worked for Slippery Delivery Services (SDS) for 3.5 years with a clean record. Due to a confusing address label, he mistakenly delivered a parcel to the wrong house. The customer complained to a senior manager.

That same day, Ben was called into a meeting. He was told he had breached company policy by confirming delivery to the wrong address. Without further discussion, he was dismissed on the spot for gross misconduct.

Using the Four Questions:

1. What happened?
   Ben was dismissed for gross misconduct.
2. What happened (or didn't happen) as a result?
   He was not given an opportunity to understand the allegation, explain the situation, or respond. No fair procedure was followed.
3. What law was breached?
   Under the Unfair Dismissals Acts 1977–2015, a dismissal must be procedurally fair. SDS also failed to follow natural justice principles under the Industrial Relations Acts and the Code of Practice on Disciplinary Procedures.
4. What harm resulted?
   Ben lost his income and is now seeking redress for unfair dismissal through the WRC.

Multiple Complaints Using the Same Core Events

Sometimes, the same events (points 1 & 2) can support multiple complaints — the difference lies in the legal breach (point 3) and the impact (point 4).

Additional Concern Raised by Ben:
Before the dismissal, Ben raised health and safety concerns about unsafe van loading practices. This was a protected disclosure under the Protected Disclosures Act 2014.

After raising this concern, Ben faced increased scrutiny, heavier workloads, and ultimately a flawed disciplinary process.

Using the Four Questions Again:

1. What happened?
   Ben was dismissed for alleged gross misconduct.
2. What happened (or didn't happen) as a result?
   After making a protected disclosure, Ben was subjected to an unfair disciplinary process.
3. What law was breached?
   Under the Protected Disclosures Act 2014, it is unlawful to penalise an employee for raising concerns. The dismissal may amount to penalisation.
4. What harm resulted?
   Ben is seeking compensation for being penalised for making a protected disclosure, in addition to his unfair dismissal claim.

Final Thoughts

This structured approach — breaking your case into what happened, what followed, what law was breached, and what the impact was — is key to making your complaint understandable and credible. It helps the WRC or tribunal connect the dots between the facts, the law, and your loss.

Take the Next Step

If you've been treated unfairly at work, clarity is key. We'll help you understand your situation and build a strong case so you can stand up for your rights.