Dealing With External Allegations About An Employee

Aug 12, 2025 | Podcast

WAW ep 123

“If it has nothing to do with the workplace, it’s not your place to address it as an employer.”

In today’s world, where every moment can be recorded and shared, employers face a unique challenge. How should they respond when an outside party brings allegations about an employee’s behavior beyond the workplace? It’s a situation I’ve encountered more than once, and the truth is, it’s rarely straightforward.

The first question I ask is simple: does this allegation impact our workplace? If the answer is no, my role as an employer is limited. Acting on conduct unrelated to our business can overstep boundaries, expose the company to legal risk, and damage trust. For example, if I receive an anonymous email about someone’s personal debts, that’s a matter for the courts, not the employer.

However, there are exceptions. If a code of conduct signed by the employee explicitly covers certain behaviors outside of work, it becomes an internal matter. Similarly, if problematic behavior eventually surfaces inside the workplace, then I have both the right and the responsibility to address it.

There’s also a human side to consider. Sometimes I’ll quietly offer support, such as referring someone to our Employee Assistance Program, without enforcing consequences. It’s about caring for people, not policing every aspect of their lives.

Dealing with external allegations is never a one size fits all approach. Employers need clear guidelines and must resist the urge to react to every outside report. Stay within your lane, follow the law, and act only when it’s relevant to your workplace.