Hearsay has no place in HR decision-making

I have just read your legal dilemma article and the advice given by Weightmans’ employment lawyer Stuart Jones (‘Personal relationships with clients’, Personnel Today, 23 September).

The article states that the HR manager has “heard” that a new trainee is in a relationship with an important client.

I would suggest that any advice given should state that rather than acting on things that have been heard, HR professionals should try to find out whether the allegations are true before taking action.

Unfortunately, office gossip and rumour can be based on very little in the way of fact.

Seanne Giddy, head of personnel and training, Tandridge District Council

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