Short guide
Do you need to investigatea verbal complaint?
Often, yes. A complaint does not have to be written down, filed on a form, or use legal words to count.
Published by Arvanic. Last reviewed .
General information, not legal advice. Investigation obligations vary by jurisdiction, by policy, and by the facts. Consult competent employment counsel about your specific situation. Arvanic is not a law firm.
01
Does a complaint have to be in writing?
No. EEOC guidance explains that a complaint may be informal and need not use words like harassment or discrimination, as long as the circumstances show the person is raising a concern about potentially unlawful treatment. A comment made to a manager in passing can qualify.
Source: EEOC.gov
02
What if the employee only told their supervisor?
That can still put the employer on notice. The EEOC treats complaining to management as protected activity, and liability for harassment can depend on what the employer knew or should have known. Supervisors should know to pass concerns along rather than hold them.
Source: EEOC.gov
03
What if the employee asks me not to do anything?
Respect the request where you can, but it does not necessarily end the employer's responsibility. The employer's obligation to address potential harassment exists independently of the request, and other employees may be affected. Explain what you will do, and keep the person informed.
04
How should I document a verbal complaint?
Write a short, factual note soon after the conversation: the date, who raised the concern, what they described, and what you said you would do. EEOC practice guidance calls for documenting every complaint from intake to resolution, and a verbal complaint is no exception.
Source: EEOC.gov
Put it into practice
Knowing the process is one thing. Running it is another.
Arvanic turns this into a guided workflow: role-based interviews, a developing factual record, and a structured report — $79 per investigation, with no subscription.