Free tool

Workplace Discrimination Complaint Letter

Time limits matter. A general protections application to the Fair Work Commission has a 21-day clock from any dismissal. Don't let internal process eat your time bar.
Send to HR or someone senior to the person you are complaining about — never to the alleged perpetrator.
Specifics win. Date, what was said or done, who saw it, the protected attribute(s) you believe are relevant, the adverse action.
Hedge throughout. “I believe” not “you discriminated”. The complaint becomes harder to dismiss when phrased as a concern, not a verdict.
Get advice early. Discrimination claims are technical. A free first call with a workplace lawyer or your union before you send is well worth it.

Your details

Your nameRole titleEmailPhoneAddressDate you started in the role

Recipient name (HR / senior manager)Recipient titleEmployer nameEmployer address

First time raising it formally (recommended)

You haven't raised this in writing yet. The letter sets out the conduct, the protected attribute(s), and asks for the matter to be investigated.

Already raised — this is an escalation

You've raised it informally and not had a satisfactory response. This framing references that history.

Select every attribute you believe is relevant. Section 351 Fair Work Act 2009 + state legislation cover all of these.

Each incident: when, what was said or done, who else saw it. Specifics make the complaint harder to dismiss.

Incident 1

DateWitnesses (optional)

What happened

How you have been adversely affectedImpact on you

Additional / custom request (optional)Request a support person at meetings about this complaintRequest information about EAP / support services