AI is making it incredibly easy for an unhappy employee to turn a relatively straightforward workplace issue into a 10-page grievance, complete with legal terminology, policy references and a few confidently stated “legal rights” that may or may not actually exist.
New research from WorkNest found that 70% of UK employers have seen an increase in suspected AI-assisted grievances. Yet only 12% are confident their managers can handle complex grievance cases. The research was based on 921 HR professionals and business leaders surveyed in July 2026.
We’re seeing exactly this.
The businesses with good HR foundations – sensible policies, decent management structure, regular team communication and a healthy culture aren’t immune.
But when something kicks off, they can normally get through the noise and get to the facts and evidence pretty quickly.
What types of businesses are more exposed?
The ones flying by the seat of their pants.
Growing quickly. No real HR infrastructure. Policies copied from somewhere five years ago. Difficult conversations avoided because everyone is “too busy”.
All fine…
Until the AI-powered aggrieved employee arrives.
Often closely followed by the Data Subject Access Request. The dreaded DSAR (more on what you can do with these next time).
So, three very practical things you can do:
1. Check the boring stuff.
Make sure your core HR policies actually reflect how your business operates today.
2. Get managers documenting things properly.
Good notes, clear expectations and factual records suddenly become extremely valuable when someone challenges what happened six months later.
3. Know who takes over when something escalates.
A manager receiving a beautifully drafted 14-page grievance shouldn’t panic or try to answer every paragraph. Strip it back to the allegations, the facts and the evidence…and get HR/legal support early if needed!
And while we’re talking HR…
We recently recorded a very informal fly-on-the-wall conversation with our HR expert Sally about the upcoming changes to UK employment law.
There’s been a lot of noise about the changes.
Sally’s take is refreshingly practical and, for many employers, considerably less terrifying than some of the headlines would have you believe.
Watch my conversation with Sally here
As ever, if any of this has made you think “hmm… we should probably sort that” please drop us a message.
Ryan has helped a vast number of businesses protect and control their intellectual property as well as drafting and advising on consumer and commercial contracts.
