The deepening divisions in U.S. politics and society are not confined to the public sphere—they are increasingly spilling into workplaces, fueling a record number of employee complaints. Despite growing awareness and rising grievance filings, many companies still fall short in addressing the root causes of workplace conflicts, according to a new report from HR Acuity.
The company’s ninth annual *Employee Relations Benchmark Study* analyzed data from 284 organizations representing more than 8.7 million employees. It found that claims of discrimination, harassment, and retaliation reached an all-time high in 2024, with 14.7 cases per 1,000 employees. The study attributes this surge to both broader societal tensions and evolving workplace dynamics, particularly as businesses push for greater in-office presence post-pandemic.
### Rising Trends in Workplace Complaints
Among the most notable increases were:
- **Accommodation requests**, which jumped by **21%**. These often involve employees with disabilities or health conditions seeking adjustments to perform their roles effectively.
- **Mental health-related concerns**, up **15%**, reflecting a growing awareness and openness around psychological well-being at work.
- **Job performance disputes**, increasing by **13%**, and
- **Unprofessional conduct or policy violations**, rising **12%**.
Deb Muller, CEO of HR Acuity, noted that these trends reflect a shift in employee expectations, especially after years of remote work. Employees returning to office environments are more vocal about defending the flexibility and accommodations they previously enjoyed. “Accommodations post-COVID have become more mainstream,” she said. “People are now more willing to speak up about invisible disabilities and request support they might have avoided asking for before.”
### Inconsistent and Reactive Handling of Complaints
Despite having formal processes on paper, many companies struggle with consistent, effective investigations. The study revealed:
- Only **57%** of companies use a standardized process for investigating complaints.
- **32%** apply inconsistent methods, varying from case to case, raising the risk of perceived unfairness or bias.
- A staggering **68%** of employers fail to systematically track, analyze, or document different types of allegations.
- On average, **1.4 distinct issues** are bundled into each official complaint, underscoring the complexity of modern workplace grievances.
Moreover, only half of the surveyed companies maintain records distinguishing substantiated claims from unfounded ones—a critical gap when identifying recurring problems and systemic issues.
### Missed Opportunities in Technology Adoption
While artificial intelligence (AI) and other digital tools offer potential solutions for managing rising complaint volumes, nearly **80%** of companies either don’t use them or are only testing their capabilities. According to Muller, this represents a missed opportunity to proactively address and predict workplace issues before they escalate.
### A Call for Proactive, Data-Driven HR Practices
To better manage the growing tide of complaints, the report urges companies to adopt structured, transparent procedures for handling grievances. This includes:
- Collecting detailed data on the nature of complaints, those involved, and resolution outcomes.
- Tracking key performance indicators (KPIs) to identify patterns and emerging risks.
- Gradually incorporating technology like AI to automate and enhance investigative workflows.
Muller emphasized the need for HR leaders to move beyond reactive responses and embrace a more analytical, forward-looking role, akin to how finance or marketing departments anticipate shifts and adapt accordingly.
“By the time something reaches an investigation, a lot has already happened that the organization either couldn’t see or chose to ignore,” she explained. “We need to be tracking trends in real time, just like every other business function does.”
In today’s volatile environment, proactive employee relations management is no longer optional—it’s essential for protecting both workers and organizational integrity. As workplace issues grow more complex and regulatory demands evolve, companies must invest in systems, data, and strategies that allow them to stay ahead of the curve.