Defamation at Work
Defamation at work occurs when employers, customers or co-workers publish false statements of fact, without legal privilege to do so, that harm the reputation of employees. A negative employment references can prevent an employee from getting a new job, for example, and would amount to defamation if false, but employers have a "qualified privilege," or a defense to defamation claims for employment references. The qualified privilege protects employers from verdicts for false and harmful references, as long as the employer did not act with malice when it made the false reference.
Defamation defined
Each state has its own test for proving defamation at work. Generally, though, defamation at work means:
- an employer, co-worker or customer made a false and harmful (defamatory) statement,
- about an employee or former employee,
- that it published, without privilege, to a third party,
- with fault of at least negligence (carelessness), and
- either caused actual harm to reputation, or the defamatory statement is of a nature that the law presumes it to have caused such harm.
Opinions and the Innocent Construction Rule
Defamation requires an untrue statement of fact. Opinions are not facts, so defamation claims based solely on unfavorable opinions will fail. The statement that an employee "seemed shifty" expresses an opinion, while the employee "stole from me" is a statement of fact.
If a factual statement has two meanings, one innocent and one defamatory, courts can adopt the innocent meaning and reject the claim for workplace defamation. For example, saying that detectives are questioning an employee about a suspected theft could imply that the employee is a suspected thief, or a witness to a theft. In that case, the court can conclude that the statement meant the employee was a witness and find that the statement is innocent.
Publication to a Third Party
Defamation at work requires publication of the false statement to a third party. As a result, supervisors do not defame employees by telling only them that they did something terrible even if, in fact, they did not. The employee is the first person, not the third. In a similar sense, if the supervisor told the Human Resources Director that the employee did something awful, when the employee did not, the supervisor still has not defamed the employee. When the supervisor and Human Resource Director talk to each other about something that falls within the scope of their respective jobs, they are both speaking as the employer, and conversation amounts, in defamation law, to the employer talking to itself.
If the supervisor tells a co-worker who has no need to know that the employee did something horrible, then the co-worker is probably a third party, and the supervisor's statement is defamatory. The employee must still prove that the statement caused damage, though.
Employer Qualified Privilege
An employer has a qualified privilege to make statements about its employees concerning matters of their employment, especially when made in response to another employer's request for a reference. The "privilege" is a defense to a defamation claim. An employer can, for example, respond to a reference request by stating that an employee "stole from us" and avoid a finding for defamation at work, even if wrong, as long as the employer did not act out of malice. Public policy encourages a free flow of information among employers about potential employees, so the law carves an exception out of the law of workplace defamation for reference requests. If the employer knows that the employee did not steal but says so anyways, the employer probably loses the privilege.
Defamation requires Fault amounting to Negligence
An employer may avoid a finding of defamation if it exercised reasonable care when it made the false statement. For example, an employer that informs an employee assistance program that a truck driver tested positive for heroin use is not liable for defamation if the positive test was false because the employee did not tell the drug testing lab that he was taking prescribed Vicodin. For all the employer knew, the drug test was accurate, and it had no reason to believe otherwise.
Damages in a Defamation Case
An employee must prove actual damage in a defamation case, unless the words used to defame the employee amount to defamation "per se." Employees can prove actual damage if the defamatory statement costs them their job. However, since defamation involves harm to an individual's reputation, and because reputation is difficult to quantify, actual damage is often difficult or impossible to prove.
The law assumes, however, that some statements cause harm to reputation, by the very nature of the statement. Statements that reflect upon one's character in a manner that will cause ridicule, hatred, contempt, or injury to trade or profession, if proven, are defamation per se, and do not require proof of actual damages. Accusations of serious crimes or immoral conduct constitute defamation per se.
Slander and Libel
Slander refers to defamation when spoken, and libel means written defamation. The legal test for proving and defending libel and slander claims is the same as for defamation.
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Trade Unions Demand Governments Address Gender-based Violence in the World of Work
Are post-work security checks compensable? #SCOTUS and Integrity Staffing Solutions v. Busk
Pennsylvania Regulatory Review Panel Disapproves of L&I's New UC Active Work Search Requirements
Ninth Circuit Holds Retail Store Manager Unable to Work Is Not Qualified Individual
Employers Shalt Not "Encourage" Employees to Work During Meal Breaks -- Brinker v. Superior Court
National Whistleblowers Center's Work Highlighted in The Washington Post's Year-End Articles
I believe bullying at work led to my injury. Am I entitled to Georgia workers' comp benefits?
Lori Adelson offers thoughts on rising retaliation against employees who report bad behavior at work
Pro Bono Work Brings Law Students to Fort McCoy to Help Afghans Seek Asylum
Sam's Club Settles Hostile Work Environment and National Origin Lawsuit For $440,000
Coronavirus Update 6–11–2020: OSHA issues guidance on cloth face coverings at work
Mark A. Spognardi quoted in Law360 article on corporate backlash from Yahoo!’s work-from-home ban
Seventh Circuit Requires Actual or Constructive Knowledge of Employee's Off-The-Clock Pre-Shift Work
Unpaid Prison Barber Made to Work During Covid Says, “We Aren’t Properly Disinfecting Anything”
Indiana Superior Court Judge Rules That Indiana's "Right-to-Work" Law is Unconstitutional
Commuting in Employer-Provided Car and "Postliminary" Work May Be Compensable
I hurt my back at work and don't understand what's wrong with my spine!
This Week in the War on Workers: Temp Work Isn't Safe and it Often Isn't Temporary
Coronavirus Update 8-17-2021: Are your work-from-home employees working more one job from home?
If I'm receiving workers' comp benefits in Georgia, can I still work?
How Passage of a "Right-to-Work" Bill Would Affect Indiana Employees
Women Aren’t Leaving The Work Force To Have Kids, It’s Leaving Them
Western Ontario Law's Labour Law Lecture & Conference 2013: Rights at Work
If I'm attacked at work, can I get workers' compensation in Georgia?
Is A Co-Worker Looking At Porn On His Work Computer Sexual Harassment If I See His Computer
Law Students Now Allowed to Work for Free at Law Firms
How Do You Define "Work Time" Anyway?
Indiana Superior Court Judge Rules That Indiana's "Right-to-Work" Law is Unconstitutional
Equal Pay for Equal Work, Maybe