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I complained about my manager’s inappropriate behaviour towards me (comments he has made towards me about my looks and sex for example). The complaint has been dragging on for months as the investigation has been poor. HR are not handling it for example, my manager’s manager is and isn’t taking it seriously.

I do really like my job. I built up a good network of stakeholders with good relationships. Since complaining about my manager I’ve been awkwardly frozen out of my day job but stakeholders still contact me. AIBU to send some message to these stakeholders when they ask me for something to protect my reputation in the interim, as I don’t want them to think I’m shit but I just can’t give them the information they require on a timely basis. What would sound professional?

I’m not kept up to date about the business or changes or invited to meetings - my knowledge is as up to date as it was the day I put my complaint in…so I’m having to ask my manager’s manager who asks my manager who then filters an answer back to me and then there’s an awkward back and forth because neither of them are technical or really understand the query. As an aside, I am job hunting and don’t want to stay in this team but simultaneously don’t want to piss off stakeholders whilst I’m here.

Are you part of a union? If not, talk to acas. In the meantime (if not already), keep a record of everything.

To be clear, are the stakeholders customers, clients etc? (Sorry if you've said, it's early and I can't sleep! My brain very fuzzy!)

@Sparklybutold I work in a government department and stakeholders are other people at all seniority levels across other areas in the department. for example imagine I’m a HR or a data specialist, I might engage with finance, communications, digital teams, the most senior leaders, other government departments etc. those people are still contacting me but there’s a standstill and I feel like they must think I’m taking the piss as I’m usually on the ball.

It’s a difficult situation you are in but if you send a message to the stakeholders you could find yourself under disciplinary measures as currently these are allegations which have not been fully investigated. Also if you are looking for a new role in the another department this might be interpreted by the other departments as you being “difficult” . I know it’s tempting but could have the opposite effect and give you a bad reputation rather than protect it.

You need to keep a record of everything which is happening - the meetings you aren’t invited to , comments from your boss and other management etc. Speak to your union rep - get them involved - and push back to HR to insist they complete the investigation. If not use the whistleblowers policy /approach the next layer of management to get them involved. Feels like your union involvement is key here

This way you retain the moral high ground and are seen to be acting in a professional manner unlike your bosses appear to be doing.

I agree that you can’t message anybody. I understand why you want to, but it would likely come back to bite you on the bum.

The last thing you need is for you to be accused of being the unprofessional one.

This is constructive dismissal surely. Are you unable to do your job.

You need to add this to your original complaint and start being more of a squeaky wheel. Their behaviour and reaction is impacting on you, your ability to do your job and ultimately the business. Agree also get ACAS. Involved.

I agree that you should add this to your complaint.

How much contact ae you having about the investigations progress? You do need to become the squeaky wheel.

I'd be calling every couple of days to ask what's being done. You cannot leave it with them and just assume they're getting on with it. They won't be. They will be dealing with the things that keep coming to the top of the pile.

I wouldn't. Td deal with it in a case by case basis. So if I couldn't get back to them in good time I'd email something like "sorry for the delay with this. Waiting for sign off/information. Have cc'd Manager Name in so hopefully will be able to progress soon"

Take out a grievance with this information in it.
Have you joined a union?
Put everything in writing to HR.
If you have house insurance with legal cover then they usually give some legal advice on employment issues.
Don't do anything that would constitute unprofessional behaviour on your part.
I really hope this is resolved for you OP.
Stay strong and report report report in writing with clear dates and facts.

Don’t say anything to the internal colleagues or anyone external about the situation. It won’t help you.

Agree about adding being ‘frozen out’ and delayed responses to your grievance (assuming you’re following your organisation’s formal process) and your managers’ slow responses to day to day work-related requests to your complaint. If your organisation’s process hasn’t been correctly followed, in your view, seek to take it to the next stage.

with the people contacting you you could say factually accurate but neutral things like ‘I can’t address your request now because I would first like some relevant information / views / action from a colleague, which I raised with them on X date and unfortunately this has been delayed, I will be in touch once this is resolved’

I agree with the previous posts. Don't enter into any communication that could bite you on the bum later.

I hope you are in a union. If not join the largest one today for your workplace (it might be PCS). If you are a new member they can't help you about issues in rhe past but they can help you with how.long the complaint is taking and being frozen out.

Agree with PP. Don't sat anything to the stakeholders, be truthful that finding information for them will take X days or whatever but don't say why

Add the current situation to your complaint.