# WORKPLACE STRESS COMPLAINT LETTER
Date: 6 November 2024
Parties: From Aisha Khan, Senior Operations Coordinator, to Martin Bell, HR Director, Northbank Logistics Ltd
## 1. Addressee and subject
Dear Mr Bell, I am making a formal complaint about sustained work-related stress in my role as Senior Operations Coordinator at Northbank Logistics Ltd. Since 1 May 2024 I have covered the duties of two vacant coordinator posts while retaining my own caseload. My subject is the workload, unclear priorities, and the absence of a documented response after I raised the risk with my manager.
## 2. Chronology and health impact
On 14 June 2024 I emailed my manager, Priya Shah, explaining that I was working late most weekdays and could not complete the dispatch reconciliation safely within the available hours. On 22 July she said recruitment was underway but no interim plan was recorded. I raised the issue again on 9 September. My GP assessed work-related anxiety on 28 October and issued a fit note recommending a review of workload; I am not asking the company to accept a diagnosis without proper assessment.
## 3. Basis and requested process
Please treat this as a grievance under the Company's grievance policy and as a request to review health and safety risks. The employer's general duty of care and the Management of Health and Safety at Work Regulations 1999 may be relevant, but I recognise that the exact process and any reasonable adjustment depend on the evidence and the current policy. Please arrange a private meeting, a current stress risk assessment using appropriate HSE-style factors, and an occupational-health referral with my consent. I will use the current prescribed grievance route and check any applicable time limits.
## 4. Interim outcome and evidence
Pending review, I request that dispatch reconciliation be reassigned on two days each week, that priorities be confirmed in writing, and that I not work beyond my contracted hours unless separately agreed. My requested longer-term outcome is a safe, sustainable allocation of duties, a written action plan, and a review after four weeks, not a guaranteed particular staffing decision. I enclose my 14 June and 9 September emails, the 28 October fit note, workload rota extracts for May to October, and the relevant policy. Please acknowledge by 13 November 2024 and invite me to a meeting within 14 days.
## 5. Status and signature
I remain employed and available for work consistent with the current fit note while this is addressed. This complaint does not waive any rights or assert that an internal letter begins Employment Tribunal proceedings; I will obtain advice about any applicable Acas or tribunal deadlines. Yours sincerely, Aisha Khan, 6 November 2024.