Complaints: Protected Characteristics

If a complaint is made about another employee based on a protected characteristic, it is usually best not to change the patterns or ways of working of the person who complained.

This is especially the case if this is being done to avoid suspending the person they complained about, or to avoid changing that person's pattens and ways of working. 

Even if the complaint is eventually found not to be proven, this could potentially be victimisation.

If the person who complained was wrong, it can still be victimisation if they made the complaint in ‘good faith,’ meaning they genuinely believed they had been, or might have been, mistreated due to a protected characteristic.