Dealing with the negligent employer can feel a bit like starring in a workplace sitcom, except it’s really not funny. There’s no laugh track, and instead of quirky misunderstandings, you’re dealing with unsafe conditions, ignored complaints and the distinct feeling that someone should be in charge but probably isn’t.

While there are companies like Frost Law Firm that can help you to figure out your legal options later, your first steps start right where you are surviving the kills with your sanity and your job intact. Let’s take a look at what you need to do to deal with a negligent employer.

  • Identify negligence.

Before you rush to HR with a dramatic monologue, make sure that you’re actually dealing with employer negligence. Negligence can include things like unsafe working conditions, lack of proper equipment, ignoring harassment or discrimination claims, and making you work hours that would make a Victorian factory owner blush. If the situation threatens your safety or your employer is not following labour laws, it’s not you, it’s 100% them.

  • Document everything like you’re writing a true crime novel.

Employer negligence can be a crime, so technically you are. So pretend you’re the detective in a workplace whodunit. Document dates and times, what happened, who was involved, Emails, texts, slacks, messages, photos, screenshots, unicorn sightings. OK, maybe not that last one, but when things escalate, which they often do, you’ll need evidence more than you need caffeine on a Monday morning. This will become your legal safety blanket and trust me, future you will thank past you for being so thorough.

  • Report the issue internally.

The rumour is that HR is for the employer and not for the employee, but you still need to report. Follow your company’s reporting procedures to the letter because this usually means telling HR, your supervisor, or whoever your employee handbook claims is responsible for workplace concerns. Remain calm, factual and very undramatic. Even if your inner voice is screaming, stick to the evidence. Send follow up e-mail so that you have a paper trail and basically make it impossible for anyone to later on say that they had no idea. You are correct that HR works for the company and not you, which is why your documentation matters.

  • Don’t be afraid to escalate.

If your employer brushes off your concerns, pretends nothing is wrong, or suggests that you just be a team player, you need to escalate. You go to OSHA for safety issues and your state labour board and employment rights agency and a union Rep. This is calling in the adults when the schoolyard gets messy, and there’s nothing wrong with that.

  • Protect yourself in the meantime.

If the negligence you’re expecting involves safety hazards, remove yourself from danger where possible. There is not a job on this planet that is worth broken bones or chronic stress. If the issue is harassment or something equally unpleasant, limit interactions with the individuals involved and continue documenting. Also, don’t quit impulsively unless it’s absolutely unsafe to stay. Leaving too soon will complicate your legal options.