Deepfakes Are Creating a New Workplace Harassment Risk
%20(1).png)
Our recent piece for HR Director explores how deepfakes and AI-generated abuse are rapidly shifting from an online concern to a workplace issue with serious implications for HR, safeguarding and organisational culture.
Here is a taster of what the article explores:
As AI tools become more accessible, employers are increasingly facing scenarios where manipulated images, fabricated audio and synthetic content are used to humiliate, intimidate or undermine employees. The speed and realism of this technology is creating new challenges for workplace investigations and employee protection.
“When it happens, it should be treated as workplace harm, not gossip, a personal dispute, or ‘just a laugh’. Deepfakes are dangerous because they can make something that is completely made-up feel ‘evidenced’, leaving the person targeted and forced to disprove something that never happened.”
The article examines how the impact of AI-enabled abuse rarely stays confined to private channels. Once shared between colleagues, even informally, manipulated content can quickly affect working relationships, psychological safety and trust across teams.
Alongside the cultural risks, employers are also facing increasing legal scrutiny around how workplace harassment is prevented and managed.
“The Worker Protection Act also raises the pressure on employers to demonstrate active prevention of sexual harassment through reasonable steps, with further strengthening happening October 2026 when the Employment Rights Act will take current law further and stipulate ‘all reasonable steps’, including in relation to third-party harassment.”
The piece also explores how HR teams should respond when incidents occur, from safeguarding and evidence handling through to investigations, policy updates and reporting pathways. As AI continues to reshape workplace harm, organisations are being challenged to ensure their policies, managers and reporting systems are equipped to respond appropriately.
Read the full article in the HR Director to understand what AI-enabled harassment means for employers and how HR leaders should be preparing for the risks ahead.
.png)
What we're reading
Latest insights from the front lines of workplace culture.
The Junior-Senior Speak-Up Divide: What the Data Reveals About Hierarchy and Silence
Speaking up about workplace misconduct shouldn’t depend on where someone sits in the organisational chart. But as shown in The Culture Shifters Annual Report 26/27, it does. Junior employees are twice as likely as senior leaders to believe that speaking up is "pointless," with 54% holding this view compared to just 27% of senior leaders.
Why Collecting Misconduct Data Isn't Enough to Meet the New All Reasonable Steps Duty
Our co-founder and CEO, Gemma McCall, has written a piece for The HR Director exploring one of the most persistent gaps in workplace misconduct management: the space between collecting data and actually using it.
%20(1).png)
The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
