Attorney At Law
For many employees, Human Resources (“HR”) feels like the logical place to turn when something goes wrong at work, whether it’s harassment, discrimination, retaliation, unpaid wages, or toxic management. But here’s the truth most workers don’t realize until it’s too late—HR often works to protect the employer, not the employee.
This isn’t cynicism, it’s the reality of how corporate structures operate. Human Resources departments have existed since the rise of industrialization in the early 20th century. Originally known as “personnel departments,” these early HR divisions were designed not to advocate for workers,but to help companies comply with new labor laws, mitigate union activity, and reduce employer liability. Over time, HR evolved into a management tool focused on recruiting, training, and enforcing workplace policies, always with the company’s interests at the center. While HR may serve as an employee resource today, its historic and ongoing purpose has remained consistent: to legally and operationally protect the organization above all else.
Misunderstanding HR’s role can leave workers vulnerable, unprotected, and without the documentation they need if the situation escalates into a legal claim. Below are the biggest myths employees still believe about HR, what actually happens behind the scenes, and what you should do if you’re experiencing misconduct at work.
1. HR will advocate for me.
Reality: HR’s job is to reduce legal risk for the company—not to help employees navigate workplace injustice.
When you report harassment, discrimination, or retaliation, HR is required to investigate. But the investigation’s purpose is to protect the organization, not you personally. Many employees are shocked to discover:
- HR may minimize or reframe your complaint;
- HR may coach managers on how to defend their behavior;
- HR may document you as the problem;
- HR may prioritize avoiding legal liability over correcting misconduct.
Employees often expect empathy, but what they get is risk management.
2. HR keeps my complaints completely confidential.
What you say becomes part of the company’s internal record. HR may share your complaint with:
- Management;
- Senior leadership;
- The accused
- Company attorneys.
This is how internal investigations work. Confidentiality simply doesn’t exist.
And sadly, once HR shares the information, reporting employees often experience backlash, from being micromanaged to being excluded from meetings to suddenly receiving poor performance reviews.
3. HR Is neutral.
Reality: HR represents the employer’s interests and works directly for the company. That means:
- HR is not an impartial judge;
- HR is not a mediator;
- HR is not a counselor or advocate;
- HR is not there to ensure “fairness.”
If HR seems friendly, it’s because good employee relations reduce turnover, not because HR is personally on your side. Their loyalty lies with the organization paying them—the employer.
4. HR will tell me if my rights have been violated.
Reality: HR has no obligation to explain your legal rights to you. In fact, they will often avoid doing so. HR staff are trained not to:
- Admit wrongdoing;
- Suggest the company may be liable;
- Confirm acts of discrimination or harassment;
- Mention any laws the company may have violated.
If they did, they would be handing you a legal claim on a silver platter. This is why so many workers are unclear about whether what they experienced was unlawful.
5. I don’t need a lawyer until after HR finishes its investigation.
Reality: By waiting, employees often damage their own cases without even realizing it.
HR investigations are not designed to protect you. They are designed to collect information that could be used against you later.
Speaking to HR without understanding your rights can cause:
- Incomplete or inconsistent statements;
- Admissions that will be used against you in legal proceedings;
- Gaps in documentation;
- Misinterpretations of what happened;
- HR framing your complaint as a “performance issue.”
By the time employees seek legal help, the damage may already be done.
So what should you do if you have a problem at work?
If you’re dealing with harassment, discrimination, retaliation, wage theft, or a hostile work environment, you don’t have to manage that situation alone. Before filing an internal complaint, or if you’ve already filed one, speaking with an experienced Chicago employment attorney helps you:
- Understand your legal rights;
- Document the issue correctly;
- Avoid statements HR may twist;
- Protect yourself from retaliation;
- Prepare for a strategic response.
HR is not always on your side, but our Chicago employment lawyer will be.
Fueled by Passion. Built on Trust.
Vaziri Law LLC stands with employees in the Chicagoland area when their rights are at risk and their voices aren’t being heard. We help workers navigate the complexities of employment disputes, fight back against retaliation and unfair treatment, and secure the justice they deserve.
If you’re facing a workplace issue and aren’t sure where to turn, contact our office to discuss your situation and understand your options.