Maintaining a positive reputation is essential for success in the corporate world. However, slander in the workplace can quickly stain an individual’s or a company’s image, leading to serious consequences.
Imagine a dedicated employee, Olivia, is up for a promotion at a renowned business corporation. Despite her hard work and exemplary performance, a jealous colleague spreads malicious rumors about her work ethic and integrity behind her back.
As a result, Olivia’s chances for promotion are jeopardized, and her professional reputation is called into question. This example highlights the damaging effects of slander in the workplace and the importance of addressing and preventing such behavior.
So, in this blog, we’ll cover slander in the modern workplace and how to deal with it. Let’s start:
Defamation
The use of malicious and false statements to defame or harm a person’s reputation is known as defamation. It can damage an employee’s reputation at work, hinder their ability to advance in their job, and lead to major health problems.
Sometimes, defamation can result in irreversible harm. Mostly, it is regarded as a tort, or a civil wrong, even though it is not illegal. Defamation victims seeking justice can sue defamers in civil court to protect their reputations.
There are two types of defamation:
- Slander
- Libel
1. Slander
Slander is verbal abuse. It occurs when someone spreads a lie to one or more individuals about another person with the intent of damaging that person’s reputation. Slander is considered a civil wrong by the law. A person may be sued for slander, as well as a business.
Certain accusations, such as being falsely accused of a crime, having a serious contagious illness, or not being capable of working, are regarded as slander “per se” since they could cause injury.
In some situations, a judge may compel a defendant (accused) to give the plaintiff (complainant) demonstrable economic losses in addition to penal fines.
2. Libel
Libel is the deliberate circulation of untrue information about another employee by one employee to others, with the intent to cause harm to one’s reputation. Libel is regarded as more harmful than slander because it can persist longer than the former.
Letters or emails can be used to spread libelous statements. Libel may also apply to an employment reference that makes false statements about your performance.
Here is a tabular representation of the differences between the two:
| Slander | Libel | |
| Form | Spoken statements | Written or published statements |
| Permanence | Transient and temporary | Permanent and enduring |
| Medium | Oral communication (e.g., speeches, conversations) | Fixed medium (e.g., newspapers, online articles, social media) |
| Proof of Damage | Often requires proof of actual harm | Harm is presumed due to the lasting nature |
| Examples | False accusations during a speech | False claims in a newspaper article |
| Legal Treatment | Considered less serious due to its temporary nature | Considered more serious due to its permanence |
| Evidence Requirements | May require witnesses or recordings | Physical or digital copies of the defamatory statement |
Slander in the Workplace
As discussed earlier, slander is verbal defamation, while libel takes written form. Of the two, slander is more common in the workplace. Slander occurs when one employee maliciously spreads untrue information about another with the intent of hurting the target’s career or professional reputation.
For instance, if a coworker tells your supervisor – falsely – that you are involved in illegal activity, and you’re fired due to this claim, it could constitute slander.
Examples of Slander in the Workplace
- Making false accusations against a colleague
This can include accusing someone of theft, dishonesty, or incompetence without any evidence.
- Spreading rumors about a co-worker
This could be anything from claiming that a colleague is cheating on their spouse to spreading gossip about someone’s private life.
- Making false statements on performance reviews
If a manager gives an employee a negative review based on false or exaggerated claims, it could be considered slander.
- Bullying and harassment
Calling someone names, insulting them, or making inappropriate comments about them can all be considered forms of slander.
- Public shaming
If a person is publicly embarrassed or humiliated by false accusations or rumors, it can have severe consequences for their professional reputation and mental health.
It’s critical for employers to take slander in the workplace seriously and have policies in place to prevent it from happening. If you’re experiencing slander or defamation in the workplace, it’s essential to gather evidence, talk to a trusted friend or colleague, and document the incidents to help address it with appropriate parties.
How to Deal with Slander in the Workplace?
To keep a workplace healthy, prevention is essential. Employers can reduce the risk of slander by taking proactive measures like:
1. Establish and uphold an impartial reference policy. Tell a third party inquiring about a former employee that you can only confirm the person’s position and dates of employment under business policy. If not, a former worker can argue that you are bringing up unfounded charges against him and keeping him from getting a job.
2. When informing colleagues of an employee’s departure, exercise caution. It’s better to expose less. It is rarely necessary for others to be aware of the reasons for an employee’s termination. Sharing important information with people should only be limited to those who truly need to know, especially if there is a cloud hanging over the departure.
3. Train managers to avoid saying anything that might be interpreted as malevolent. The better their communications, the more considered and impartial they should be. Exaggeration and venting might be problematic.
4. Promote candid communication and conflict resolution to deal with problems before they get out of hand. Employers must encourage all employees to address issues or concerns through open dialogue with the parties involved or with their supervisor. By creating an environment where employees feel comfortable discussing and resolving conflicts, workplaces can prevent misunderstandings. Thus, ensuring that any grievances are addressed promptly and professionally
5. Establish and communicate a zero-tolerance policy towards slander in the workplace. Define slander clearly and provide examples of unacceptable behavior. Regular training sessions on this policy can help reinforce the importance of maintaining a respectful and professional environment, deterring slanderous behavior.
Hence, slanderous remarks or spreading of false information about colleagues is not tolerated and may lead to disciplinary action.
Final Thoughts
A verbal kind of defamation, slander is different from written or other forms of defamation that appear in fixed media. Such a statement is deemed libelous if it is written down. A false statement of truth must be part of a defamatory remark, and it must be shared with a third party.
Although slander cases resulting from workplace disagreements are rare, they do happen and can be costly to defend against. So, you could avoid any adverse circumstances by adopting the above-discussed precautionary measures. Book a Demo to learn more!