Describe your process and Makeform creates a structured employee grievance form with timelines, people involved, supporting files, and requested outcomes.
Route grievance submissions to email, Slack, Google Sheets, and Zapier.
Sample prompts for the builder
Choose a prompt, adapt it, or send it into the Makeform builder.
Audience
Employees formally raising a workplace concern
Format
Structured report with timeline and requested outcome
Prompt size
261 chars
Example form structure
Structured report with timeline and requested outcome
Employee, department, and contact details
What type of workplace concern are you reporting?
What happened, and when and where did it occur?
People involved and possible witnesses
What resolution are you requesting?
Suggested routing tags
New submission
HR review
Follow-up needed
Ask separately when, where, and who was involved. A clear timeline is easier for HR to review than one long narrative field.
Step 1
Submit
employee records the concern and requested outcome
Step 2
Acknowledge
HR confirms receipt and supplies a reference
Step 3
Review
the assigned reviewer gathers necessary follow-up
Step 4
Close
the outcome and next steps are communicated
Better grievance intake
Separate facts, dates, people, documents, and requested outcomes so HR receives a usable starting record.
Separate dates, locations, and earlier reports from the narrative so HR can follow the sequence.
Show policy, scheduling, manager, safety, or interpersonal prompts only when relevant.
Send manager-related grievances to a designated HR contact and organize follow-up with internal status fields.
Common grievance paths
Use a consistent core with focused questions for the selected category.
Capture the conduct, frequency, work impact, people involved, and whether the employee has already raised the concern.
Record the policy, decision date, who communicated it, the employee's concern, and the result they want reviewed.
Offer a safe contact preference and route the report to a reviewer outside the employee's usual management chain.
Add representative details, event and discovery dates, cited internal provisions, prior steps, and meeting availability.
Build the intake
Build questions and routing around how HR receives, assigns, and follows up.
Specify who may submit, your categories, required details, and who receives manager-related reports.
Use your terminology, explain other reporting channels, and remove unnecessary questions.
Show follow-up fields based on category, prior reporting, representation, or uploads.
Confirm receipt, notify HR, and connect submissions to your assignment workflow.
Choose an intake method
Combine the employee's account with consistent dates, categories, and contact details.
Field guide
Use six focused sections for a complete initial account, adapted to your process.
Employee and contact
Collect identity, role, location, and contact preference. Explain any separate anonymous channel accurately.
Category and timeline
Use categories for routing, then ask when and where each event occurred and whether it is ongoing.
People and prior reports
Ask for involved people, possible witnesses, and prior reports without asking the employee to investigate.
Details and attachments
Provide a narrative field and optional uploads for relevant messages, notices, or images.
Impact and request
Separate work impact from the requested outcome without promising that result.
Notice and acknowledgment
Explain receipt, access, follow-up, and other reporting routes. Finish with an accuracy acknowledgment.
Related HR tools
Use focused forms for complaints, feedback, incidents, and follow-up.
Create a general employee complaint intake for concerns that may not enter a formal grievance procedure.
Open toolBuild a complaint channel designed around submissions that do not require the reporter's identity.
Open toolCollect focused details for employees reporting discrimination-related workplace concerns.
Open toolGather routine suggestions and workplace feedback outside the formal grievance path.
Open toolDocument a separate management process for corrective action and employee acknowledgment.
Open toolCapture a time-specific workplace incident with witnesses, location, files, and immediate actions.
Open toolFAQ
Practical answers for HR teams creating a clearer route for formal workplace concerns.
It lets an employee formally describe a workplace concern and request review. It records contact details, category, timeline, people, prior reporting, files, impact, and requested outcome. Submission starts the process; it is not a finding.
Include employee and contact details, category, event and discovery dates, location, timeline, people involved, witnesses, earlier reports, optional files, impact, and requested resolution. Add contact preference and representative details when relevant.
Only if your process supports it. Do not promise anonymity while collecting identifying information. Clearly link any separate anonymous channel and explain how missing identity may affect follow-up.
State who receives the submission, who may need access, and how follow-up works. Avoid absolute promises about who will see the report.
Yes. Notify a designated HR reviewer or alternate contact when a manager may be involved. Ask for a safe contact method and test each routing path before launch.
Yes. Add optional uploads for relevant messages, notices, images, or records. Explain accepted files, request a short description, and apply your access and retention rules.
Yes. Makeform offers unlimited free forms and responses, including generating, editing, publishing, and receiving submissions. The paid tier only removes the Makeform badge.
Confirm receipt and explain the next step and contact route. Assign the submission, preserve the original account and files, record follow-up, and communicate the outcome through your grievance procedure.
Replace the blank inbox with a clear intake path.
