Reporting Employee Misconduct To HR

A company needs a healthy relationship with the employees to operate such a large organization. The role of the HRM plays a vital role in maintaining such relations. Their influence on these matters is most prominent. The HR department takes responsibility for each employee. Starting from the lowest designation to the highest, everyone is answerable to the HR department. So the HRM decision making has a significant impact on employee relations in the company. The HRM department of the organisation handles issues relating to misconduct, harassment (both physical and verbal), and processing of unions. As all these factors meet the grievances of the members of the organization, the HR decision-making unit is deemed as an important part of the company. Considering that, you need to help the employee understand that it is okay to report misconduct.

The employees who face workplace harassment or when they see someone going against the rules, they usually do not file a formal complaint, which leads to the action happening over and over again. It will lead to more significant consequences if left unnoticed. Many employees think that there are causing more trouble and putting themselves in danger when they are whistleblowing. On the other hand, they do not trust the management with the counter actions they will be taking against the action. They also fear that the colleague might reprise, and they are losing safety. All these concerns are understandable; however, it is still essential for the employee to report workplace misconduct as soon as they find one. The employee should know no that if they do not report the harassment, then the company will not have any chance to deal with the problem. Then, the victim cannot hold the company legally responsible for the harassment if the reporting procedures have not been followed.

Complaint Filing

The problem happens with even experienced people, so when it comes to the freshers, it is less likely that they will even consider reporting anything, keeping in mind that they have a career to start. In this case, it is the responsibility of the human resources department to help them understand that they should be immediately filing a complaint whenever they see misconduct. On the other hand, you should also tell them the procedures with which they can report the incident without letting the accused know their names. If you can promise safety to them and their career, then it is possible that you will receive the complaints earlier, even before anything has started. When the human resources professionals give this kind of proper understanding to the employees in the earlier stage of their career, then they will develop a habit of reporting misconduct to the HR later in their life as well.

The human resources department must discuss the idea of whistleblowing and the safety the company can promise to the whistleblower during the orientation process. When you emphasize the fact that they can report misconduct and that they have to in order to maintain a peaceful working environment, they are more likely to do it. Likewise, it is important that you take relevant steps whenever an incident is reported for that period to the people who were planning to report, have the hope that the problem will be resolved if reported. Even if you give a detailed orientation about the importance of reporting any misconduct, some people might only believe it when they see it themselves. They have to see how far the company is willing to go in order to fix the misconduct and to ensure there is a productive working environment.

Protection To The Rights

It is important for the human resources professional to let the employees know that reporting harassment is more about protecting your rights. Only if the employee reports the harassment will they be able to hold the company responsible for it, especially when it does not take any action. There are some specific rules for employers liability when it comes to harassment which makes it important for the employee to report whenever they spot misconduct or harassment.

The employer needs to take efforts to ensure the work environment is free of any misconduct or harassment, however, training the employees and managers to take care of the minor problems happening in their theme is also important. The HRM must advise the employees of the policies against the harassment and how they can raise complaints whenever required.

Adhering To The Rules

The key elements which comprise the employment legislation in an organization should be followed. A safe and universal workforce environment wherein individual human rights are protected. Gender equality and any sort of discrimination on basis of caste, creed, and color shall not be entertained. Any misconduct with employees will be not be supported. Any sort of violation of the rights of the employers in the work environment will not be tolerated.

Employee relations are practically smoothened by the HRM cell. The HRM practices involve maintaining the individual rights of the employee in the organization. The ultimate decision-maker of an organization consults the HR department to comply with the legal matters and the rules of the company. They inform the main body to take action to ensure employee relations are not ruined. As the employee progress and their behaviors are directly under the speculation of the HR, their influence in the organizational context is huge. The HR decision-making unit is considered as the final decision maker unit of most organizations.


If you think that your employer might retaliate because you are reporting a person who is of higher authority in your team, then you are wrong. It is completely illegal for an employer to take such actions and in fact, most employers expect you to do the whistleblowing job. It is because they will not be able to take any actions, and there is a complaint about it. When you are writing a complaint, you are not only helping the victim but also assisting the employer in taking efforts to fix the problem.