Being treated worse because you raised a grievance about discrimination or harassment is what the Equality Act 2010 calls victimisation. Acas says a protected act means taking action related to discrimination law, and that victimisation is different to bullying. If things changed, a useful record compares before and after: what was normal, what changed and when. Whether the grievance was the reason is for your employer's process, an adviser or a tribunal to assess. This guide covers England, Scotland and Wales.
Key points
- Under section 27 of the Equality Act 2010, victimisation is being treated worse because you complained of discrimination or harassment, or supported a complaint.
- Whistleblowing law covers wrongdoing reported in the public interest; Acas says a problem that is personal only to you is not covered.
- Record before and after: what was normal, what changed and when, who decided and any reason given.
- A grievance does not pause tribunal time limits; if you are considering a claim, notify Acas within your limit.
Contents
What counts as victimisation at work
Section 27 defines victimisation as subjecting someone to a detriment because they did a “protected act”, or because the person treating them worse believes they have done, or may do, one. Acas's examples include complaining of discrimination or harassment, supporting someone else's complaint and acting as a witness. Allegations count “whether or not express”, so a grievance without legal words may still qualify.
Acas describes detriment as being treated worse than before or having your situation made worse, such as being labelled a troublemaker or left out. An untrue allegation may still be protected if you believed it; a deliberately false one is not.
Victimisation or whistleblowing?
Whistleblowing law covers reporting certain wrongdoing in the public interest, such as a crime or a danger to health and safety. Acas says reporting sexual harassment has also been covered since 6 April 2026. It says “in the public interest” means the issue also affects others, such as other workers, customers or the general public, and that a problem that is personal only to you is not covered. Acas describes detriment the same way under both laws; what differs is what you did first.
Treated badly after complaining at work? Compare before and after
Start with the complaint: its date, recipient and a copy, plus who else knew and how you know. For each change, note what was normal before, what happened after, when, who decided, any reason given, and whether colleagues were affected.
Invented example; not a real person or workplace. On Monday 5 October 2026, Sam emailed HR a grievance about a team leader's remarks on Sam's age. On 9 October, HR said the team leader had been told.
What | Before 5 October | After 5 October |
|---|---|---|
Saturday overtime | 3 of 4 Saturdays in September | None from 10 October to 7 November; no reason given |
Planning email | Copied in weekly since March | Left off from 12 October; told “it's for leads only” |
Comments on Sam | 1 September review: “reliable, strong with customers” | 20 October, team leader, in Sam's hearing: “careful what you say, Sam complains” |
Raising it with your employer
Acas says to raise it with your employer, informally or formally. If your manager is involved, go to HR or someone more senior. Refer to your complaint by date, list the changes and say why you think they are linked. You can also send your employer written questions, such as why your rota changed, and ask for a reply by a set date.
Checklist: what to do and when
- As you go: log each change and its date, when and to whom you raised it, and any reply.
- Early: check your time limit; a grievance does not pause it. See our time limits checklist.
- Before any claim: notify Acas for early conciliation within your limit, which pauses the clock.
Advisers include the Acas helpline, the Equality Advisory and Support Service, trade unions, Citizens Advice and, for whistleblowing, the charity Protect. If you feel unsafe, put your safety first; if you are in immediate danger, call 999.
Our incident log template gives a blank layout. Kirokune can keep dated notes, photos and imported chats in a timeline on your iPhone and export a PDF (a Kirokune Plus feature); it does not decide whether something was victimisation.
Frequently asked questions
- What counts as victimisation at work in the UK?
- In Great Britain, section 27 of the Equality Act 2010 defines victimisation as subjecting someone to a detriment because they did a protected act, such as complaining of discrimination or harassment, supporting someone else's complaint or acting as a witness, or because the person treating them worse believes they have done or may do one. Acas describes detriment as being treated worse than before or having your situation made worse.
- Is it whistleblowing if I'm treated badly after complaining?
- It depends on what you reported. Acas says whistleblowing covers certain wrongdoing reported in the public interest, such as a crime, a danger to health and safety or, since 6 April 2026, sexual harassment, and that a problem that is personal only to you is not covered. A complaint about discrimination or harassment may be protected by the Equality Act 2010's victimisation rules.
- Am I still protected if my grievance was not upheld?
- Acas says someone whose allegation turned out to be false might still be protected from victimisation, as long as they acted in good faith, meaning they believed it was true. Deliberately false allegations are not protected. Whether that applies to you is for your employer's process, an adviser or a tribunal to assess.
Sources
Kirokune helps you keep a record. It does not diagnose, decide what happened, or give legal advice.