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Since AI tools went mainstream, they’ve created plenty of new and interesting challenges for employers. Common headaches include deciding how to use them ethically, managing their impact on people, and figuring out how best to protect company data when using them.
But now these tools pose a new challenge for businesses in Manchester, Altrincham and Cheshire - AI-generated grievances. During the last 6 months, our team has reviewed and advised SMEs on:
An 8-page grievance using language and legislation that does not apply. The employee could not explain how it related to their case.
A 3-page grievance appeal which was not written by the complainant. They could not explain some of the points they had made.
A 271-page bundle of information to support an employee's case, full of repetition and quoting inaccurate case law.
In this article, we look at the rise of AI-generated grievances and the problems they cause for HR and employers. We show you how to spot AI use and share some simple, practical tips to help you treat every grievance with fairness and impartiality.
The biggest issue with AI-generated grievances
Perhaps the biggest problem with using AI to draft a grievance is that the employee doesn’t fully understand the details and claims made in their submission. Often, the language will be so formal and complicated that the employer won’t understand it either!
This can blow up a minor complaint into a masterpiece of complex employment law, featuring a list of historic case references and outcomes. An issue that could have been resolved through informal conversation creates misunderstanding, frustration, and takes longer to resolve. The impact is much greater for SMEs that don’t have the resources to deal with such complex HR issues.
The rise in use of AI tools for HR issues
It’s understandable that employees who lack confidence in their writing ability are using freely available tools to help them express workplace concerns. In the short term, generative AI is leading to an increase in grievances as it liberates more employees to find their voice and express how they feel.
And it’s not just grievances where AI is being applied. Employees are also using generative AI to help them respond to disciplinary investigations and present evidence at tribunal hearings. Judges attending the Tribunal National User Group in March 2026 confirmed, “AI was likely behind an increase in the complexity of claims, applications for reconsideration and applications for interim relief, as well as inflated schedules of loss.”
In using open source AI, such as ChatGPT, Gemini or Claude, to prepare a complaint, there is also a real danger that sensitive, confidential company information will be shared. Meeting notes and recordings, personal data, contract terms, and internal emails could all inadvertently be exposed in this way. While the employee might be unaware of their mistake, this action creates data protection risks and has potential disciplinary consequences.
Tell-tale signs of AI-generated grievances
The nature of the grievance is unclear from the start
Documents tend to be long (see our 271-page example above!)
They use a formal tone of voice that makes them sound more like a lawyer than the employee you know
Complex legal jargon is used throughout
American English spellings are a big giveaway
Content tends to be repetitive
Documents are littered with case references, sometimes from other countries, that do not relate to UK employment law.
Why AI grievances take longer to manage
In our experience, grievances written by AI often lead to an increase in time and costs for a business to work through them. This delays the process and increases frustration for all parties involved.
Employers must treat every employee grievance in a fair, balanced and structured way, whether they arrive in a short email or a 270-page document.
Having received the grievance, you have to take time to read and understand its content. The complexity of the document may mean you need to take HR or even legal advice to decipher the nature of the grievance before you can respond. In itself this stage of the process can be costly and time-consuming.
It is entirely possible that AI may have given poor advice, or made false claims in the submission. This means the grievance may not express the exact issue or concern correctly, causing the manager to misunderstand the nature of the complaint. As a result, process slows down and an already disgruntled employee can end up feeling frustrated and ignored.
Tips on managing AI-generated grievances
Here are some practical, simple steps to help you cut through the noise and manage AI grievances fairly and effectively.
Respond and acknowledge: If you receive a lengthy complaint, be sure to confirm receipt and give a timeframe in which you will respond. This will help to manage the employee’s expectations and prevent frustration setting in.
Clarify the complaint: Invite the employee to a face-to-face meeting and ask them to explain the issue in their own words. At the heart of their submission is a genuine problem that deserves to be heard and investigated. 90% of all problems can be solved with clear communication.
Look past the jargon: Try not to get overwhelmed by legal terminlogy. Summarise what you understand the problem to be in your own words. Ask if it represents an accurate reflection of the employee’s concerns.
Review policies: Update your Grievance policy to address the use of AI, the risks involved, and how you will manage complaints generated using such tools.
Refresher training: Remind all employees about the risks and consequences of sharing company data and information on open-source AI.
Follow procedure: Train your managers to handle AI-generated grievances and refresh their knowledge of the correct internal processes and procedures to follow.
Ask for help: Seek expert HR support to guide you through the grievance management process.
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