As of 13 August 2026, AI can only partly respond to an employee discrimination claim.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 2 hours until you can act on the result.

   How to actually do it

   1. Open the claim, grievance, tribunal correspondence or other document that sets out the allegation, and record the named forum, every stated deadline and each required response or form without relying on an AI-generated date.
   2. Gather the relevant employment contract, equality and grievance policies, investigation notes, emails, messages, meeting notes, personnel records and any documents identified by the claimant, then separate documents by allegation.
   3. Create a factual chronology from contemporaneous records, marking each entry as confirmed, disputed or unknown and removing unnecessary personal data before pasting material into a chatbot.
   4. Paste the claim, chronology and relevant policy extracts into the prompt, asking the model to produce the allegation table, evidence checklist, neutral draft and solicitor questions.
   5. Compare every sentence in the draft against the original records, checking names, dates, quotations, job titles, procedural steps and whether each factual assertion has a source.
   6. Send the claim, checked chronology, evidence table and draft to an employment solicitor before responding, and use the solicitor's instructions to finalise and submit the response through the correct process.

   Prompt

   Act as a drafting assistant, not an employment solicitor. I need help preparing a factual working draft for a UK business responding to an employee discrimination claim.
   
   Use only the information and documents I provide. Do not invent facts, dates, policies, legal authorities, deadlines or evidence. Do not decide whether discrimination occurred, assess the strength of the claim, suggest that I dismiss or discipline anyone, or make admissions. If the forum, deadline, legal test or required form is unclear, state that clearly and list the point for an employment solicitor to confirm.
   
   First, identify:
   1. The forum or process named in the claim, if stated;
   2. Every stated deadline or response requirement, quoting the source document;
   3. The allegations, protected characteristics, acts, dates and people involved;
   4. The facts that are agreed, disputed or unknown;
   5. The documents and witnesses relevant to each allegation;
   6. Any missing information, confidentiality issue or conflict of evidence.
   
   Then produce:
   1. A neutral acknowledgement or holding response that does not admit liability and does not make unsupported assertions;
   2. A proposed response structure with a separate heading for each allegation;
   3. A fact table with columns for allegation, evidence supporting it, evidence contradicting it, gaps and person responsible for checking it;
   4. A document and witness checklist;
   5. Questions for management and witnesses, phrased neutrally;
   6. A short list of issues that must be checked by an employment solicitor before anything is sent.
   
   Keep the tone professional and non-retaliatory. Do not contact anyone, send anything or treat the draft as final. Redact unnecessary personal data in the material I provide. Here is the claim and background: [paste the claim, stated process, relevant policy extracts and factual chronology here].

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.