What To Do When Your HR Representative Practices Unethical Behaviors

What to Do When Your HR Team Has Unethical Practices

Human Resources (HR) is supposed to be the department employees trust when issues arise. From handling complaints to protecting employee rights, HR is often seen as the bridge between staff and management. But what happens when HR itself engages in unethical practices?

Unfortunately, not every HR team lives up to its mission. Some may protect company interests at the expense of employees, ignore legitimate concerns, or even retaliate against those who speak up. If you find yourself in this situation, you’re not powerless. There are concrete steps you can take to protect yourself and hold unethical practices accountable.

Recognizing Unethical HR Practices

Unethical HR behavior can take many forms, including:

• Ignoring harassment, discrimination, or safety complaints

• Retaliating against employees who file complaints

• Falsifying records or altering documentation

• Protecting “favorite” employees while ignoring policies for others

• Mishandling confidential employee information

• Pressuring employees into silence or intimidation tactics

If something feels wrong, it’s worth paying attention.

Step 1: Document Everything

The most powerful tool you have is documentation. If HR is behaving unethically, create a clear, factual record of what’s happening.

• Keep a journal – Record dates, times, people present, and details of each incident.

• Save emails and messages – Keep copies of correspondence that show unethical behavior.

• Retain official paperwork – Performance reviews, write-ups, and contracts may reveal inconsistencies.

• Back it up securely – Store your documentation outside of company devices or accounts.

Step 2: Seek Internal Allies

Sometimes HR is part of the problem, but not the entire company. You may have allies elsewhere:

• A trusted manager or supervisor – If they are ethical and reliable, they may advocate for you.

• Compliance or ethics hotlines – Many companies have anonymous reporting systems.

• Legal or compliance departments – In larger organizations, HR isn’t the only authority.

Step 3: Escalate Outside the Company

If internal avenues fail, you may need to seek external support:

• Legal counsel – An employment attorney can explain your rights and options.

• Government agencies – Depending on your issue, you may contact:
  

  • The Equal Employment Opportunity Commission (EEOC) for discrimination or harassment.

  • The Department of Labor (DOL) for wage, overtime, or leave issues.

  • OSHA for workplace safety concerns.

• Unions – If you’re unionized, your union rep can protect your interests.

Step 4: Protect Yourself Against Retaliation

Retaliation is a common fear, but it’s also illegal. Protect yourself by:

• Continuing to document any negative changes after reporting.

• Keeping performance records that show your work is strong.

• Being mindful of what you share with coworkers until your case is resolved.

Step 5: Decide on Your Next Move

Sometimes the healthiest decision is to stay and fight for change. Other times, it’s to move on to a better workplace. Either way, by documenting and taking the right steps, you’re protecting not only yourself—but also others who may face the same treatment in the future.

Just Remember:

HR should be a safe place for employees. But when it isn’t, the best response is to stay calm, stay professional, and stay prepared. By documenting, escalating properly, and seeking support, you ensure your voice is heard and your rights are protected.