Can HR act on hearsay?

Short nasihat.


Can HR act on hearsay?

Sure — but don’t get trigger-happy.

Hearsay is like gossip in a suit: juicy, suspicious, but not enough to hang someone with — unless you dig deeper.


What HR can do:
• Use it as a smoke signal: where there’s smoke, there might be fire.
• Pull threads: “She said he might be touching interns?” — call everyone in.
• Build a case only if there’s backup: screenshots, messages, more witnesses.



What HR must not do:
• Don’t fire or discipline based only on whispers — it’s a lawsuit waiting to happen.
• Don’t ignore it either — if you do, and it turns out real, HR gets roasted.
• Don’t weaponize gossip — you’re HR, not high school


Bottom line:
Hearsay is your clue, not your verdict. Play detective, not executioner.

Again documentation is vital. When you listened to the hear say, should also be documented too. Who passed the ‘khabar angin’ should be documented too…

Sapa kata senang jadi HR???

Truly,

Makcik Labor 😘