The Longer Your Career, The More Likely It Is To Happen
As a manager or leader, you’re expected to set standards, hold people accountable, and drive results. But what happens when — despite your best intentions — you become the subject of a formal complaint?
Most leaders never see it coming. And when it does, it’s not just about the complaint itself — it’s about the mental strain, reputational risk, and personal fallout that follows. For some, it can mean career derailment. For others, it affects sleep, relationships at home, and their confidence to lead.
As a specialist HR consultant, I’ve supported many leaders through this. And I can tell you: the longer your career, the more likely it is to happen.
The Complaint You Didn’t See Coming
One client, a senior leader, proudly described herself as a “strong manager.” She had high expectations and worked hard to improve team performance. During a challenging period, she managed two difficult team members through performance processes — both ultimately left the organisation.
Six months after they’d gone, the company contacted her. A post-employment complaint had been submitted by one of the ex-employees. She was shocked to learn that she was being formally investigated — and named as a respondent.
The complaint alleged:
- Bullying and unreasonable conduct
- Favouritism in recruitment decisions
- Breaches of policy at work-related social functions
She denied all of it — and there had been no formal complaints while the employees were on staff. But the investigation went ahead.
There was no formal finding of misconduct, but the damage was done. The organisation, nervous about reputational risk, began distancing itself from her. With limited internal support and no early access to independent advice, she eventually resigned under pressure.
The impact was severe. Her confidence was deeply shaken. She experienced prolonged stress, strain on her personal relationships, and significant anxiety about her future in leadership.
It was a harsh reminder: even strong, well-intentioned leaders can find themselves under scrutiny.
How Serious Can It Get?
In Australia’s legal and corporate environment, workplace complaints can lead to:
- Formal internal or external investigations
- Legal claims under the Fair Work Act (e.g. general protections or adverse action)
- Public or internal reputational damage
- Career setbacks, even when no wrongdoing is established
Why Complaints Happen — Even to Good Leaders
Strong leaders often make tough calls. And that can upset people.
Complaints often stem from:
- Resistance to performance management
- Misinterpretations of tone or intent
- Frustrations with perceived unfairness or inconsistency
- Informal cultures that clash with professional standards
How to Protect Yourself
Here are five expert tips to protect yourself — and your mental health — before and during any complaint process:
- Document Key Interactions
Maintain factual, time-stamped notes of performance conversations, warnings, and employee responses. Don’t rely on memory. - Stay Policy-Aligned
Know your organisation’s policies — and follow them. Be especially careful around recruitment, social events, and conflict escalation. - Work on How You Communicate
Most complaints stem from how something was said, not what was said. Use specific, respectful, and constructive language. - Don’t Go It Alone
Get early advice. Speak to an independent HR expert (not just internal HR) to help assess risk and prepare your response. - Prioritise Your Wellbeing
These situations are emotionally draining. Make space for mental health support and draw clear boundaries with work while the issue is active.
Final Word: It Can Happen to Anyone
If you lead long enough, this risk is real. The good news? With the right support and a calm, informed approach, you can emerge with your reputation — and your leadership credibility — intact.
Need Help Now?
If you’re dealing with a complaint or want to prepare your leaders for this reality, I can help.
I work confidentially with managers and senior leaders across Australia to navigate workplace complaints, investigations, and performance challenges.
Need advice?
For a complimentary workplace investigations procedural fairness consultancy discussion, contact David directly.
David Haydon
Workplace Investigations Consultant
Call 0409 400 118
Send an SMS
Email David dhaydon@erfocus.com.au
Disclaimer. This article provides general information only and is not intended as legal advice. Every workplace matter is different, and employers should seek professional advice tailored to their circumstances. ER Focus is not a law firm. Where legal advice is required, we work with trusted employment lawyers and can assist in making referrals.