Only 25% of Employees Trust HR to Address Toxic Behaviors at Work

As detailed in iHire’s 2025 Toxic Workplace Trends Report, employees across the country are frustrated by negative work environments and company cultures. In fact, nearly 75% of workers said they have experienced a toxic workplace at some point in their career, with unaccountable leadership, poor communication, and unfair treatment of employees serving as the chief sources of toxicity.

With toxic work environments leading to employee turnover, disengagement, and low morale, employers should act quickly to prevent and fix harmful behaviors. However, iHire’s research showed that’s not necessarily happening, according to the 1,781 employees surveyed.

Common Toxic Behaviors at Work

When asked to identify which toxic behaviors or incidents they’ve experienced or witnessed at their current or most recent job in the past year, workers selected a wide range of responses. Over half (51.8%) noted favoritism and bias toward certain employees, 50.0% encountered gossip, and 39.4% observed dishonesty (Figure 1).

Next, we asked survey respondents who had experienced or witnessed at least one of the above incidents if they had reported the toxic behavior to HR, a manager, or supervisor. While 36.7% chose not to report the incident, 53.0% did bring the situation to HR (Figure 2).

Moreover, of that cohort, 65.2% said their organization did nothing to resolve or address the issue (Figure 3).

Do Employees Trust HR?

With 36.7% of employees electing not to report toxic behaviors to HR, and over 65.0% saying their employer did nothing to mitigate the issue when they reported it, a serious concern arises: Do employees actually trust HR?

How to Build Trust With HR to Enable a Positive Work Environment

If employees don’t trust HR to resolve toxic behaviors at work (and some don’t even bother reporting issues in the first place), how can employers ensure a positive work environment for everyone? Consider these five ways to build trust with HR, managers, and other company leaders so associates can comfortably and confidently share their grievances.

1. Establish Confidential Reporting Channels

To help employees feel safe reporting concerns, implement multiple feedback channels, such as anonymous online feedback platforms, dedicated hotlines, and surveys. Regularly remind employees of the availability and confidentiality of these channels, the process for using them, and what to expect after submitting a grievance.

2. Promote a Culture of Open Communication and Transparency

Employees may hesitate to leverage feedback and reporting channels if your company culture does not embrace transparent communication and trust. Nurture a culture that values open communication by conducting monthly anonymous pulse surveys, implementing open-door policies, creating psychologically safe spaces, and establishing anti-retaliation guidelines.

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3. Take Employee Concerns Seriously

To truly garner employee trust, employers must act on their feedback. Demonstrate your commitment to addressing employee concerns by thoroughly investigating reports of misconduct and taking swift, appropriate action when necessary. Follow up with affected employees and provide updates on the resolution process.

4. Hold All Employees Accountable – Including Leadership

iHire’s research suggested that poor leadership and management is the most common characteristic of a toxic workplace. And, if employees believe their leaders are toxic, they will not report issues or share feedback with them that can better the company culture. Therefore, emphasize accountability across your entire organization. Hold managers and executives to the same standards as employees and encourage them to model behaviors that will set the tone for a positive workplace.

5. Invest in HR Training and Resources

HR professionals should receive ongoing training on handling workplace investigations effectively. Providing HR with the necessary resources ensures they can manage issues competently and fairly. If your HR team needs input from a neutral third-party, you might even consider working with an HR consultant who can set your organization on the right path.

Final HR Advice

As toxic workplaces continue to impact the workforce, employers who take the time to build trust with HR and company leaders, establish confidential reporting channels and policies, and emphasize transparent communication will be most likely to stop toxicity in its tracks and nurture a positive and engaging atmosphere.

For more insights, check out iHire's 2025 Toxic Workplace Trends Report and browse our Employer Resource Center for additional HR advice.