New Data on the Escalation of Workplace Misconduct in 2024
Workplace misconduct doesn’t happen overnight. It follows a pattern—one that we can track, analyze, and, if we act fast enough, prevent. This year’s State of Misconduct at Work in 2024 research reveals something deeply concerning: misconduct isn’t just growing—it’s accelerating.
For years, we’ve seen misconduct evolve through four key stages: exposure, normalization, advocacy, and participation. But now, our data is showing a sharp increase in threats—up 180% in 2024. This suggests we’ve entered the advocacy stage, where people don’t just witness misconduct, they actively promote it. And that should be a wake-up call for every business leader.
Why This Matters
Misconduct is more than a legal or compliance issue—it’s a fundamental business risk. When threats, harassment, or intolerance become normalized, it doesn’t just impact our digital spaces and personal lives—it seeps into the workplace, reduces productivity and engagement, and in some cases, escalates into physical violence – like the murder of United Health CEO Brian Thompson.
A few critical findings from this year’s report:
- 1 in 15 job candidates (8%) showed misconduct warning signs—but detecting these signals is getting harder.
- Threat-related misconduct surged from 5% to 14% in just one year, indicating a shift from passive exposure to active participation.
- Digital landscapes are expanding to new spaces and it’s impacting how employers can spot early warning signs before they become major business problems.
What’s Driving the Change?
The digital landscape plays an undeniable role in this evolution. Social media platforms have not only changed how misconduct spreads, but also who can see it. As platforms adjust privacy settings, community guidelines, and engagement algorithms, the ability to track and detect warning signs is getting harder for those without the right protections in place.
At the same time, decentralized and private online communities are making it easier for individuals to engage in and advocate for misconduct without public accountability. The result? A surge in threats, extremist rhetoric, and toxic behaviors finding their way into workplaces. No wonder Mercer now rates misconduct as a top 5 “People Risk!”
Industries Most at Risk
While no industry is immune, some are seeing more alarming trends than others. This year’s research reveals that Consumer Services (including retail and hospitality), Financial Services, and Media & Entertainment have the highest rates of misconduct. The nature of these industries—high public interaction, financial volatility, and influence over public discourse—creates environments where misconduct can escalate quickly.
What Business Leaders Need to Do Now
Employers have a choice: react to misconduct after it happens or take steps now to prevent it. The data shows that misconduct is evolving, and strategies that worked five years ago are no longer enough. Here’s what leaders should consider:
- Expand Awareness – Understanding that misconduct follows a progression is key. Organizations need to remain vigilant about shifts in online behavior and stay informed about how digital environments are shaping workplace risk.
- Strengthen Risk Mitigation – Traditional screening methods focus on misconduct related to arrests and convictions. By then it’s too late. Minimizing business impact means businesses need to spot warning signs before they escalate.
- Adapt to Changing Digital Trends – If the social media platforms and online communities where misconduct spreads are changing, so must the strategies used to detect it.
Final Thoughts
This year’s report is more than just data—it’s a signal that workplace misconduct is at a turning point. Bad actors are no longer in the early stages of exposure or normalization. A majority of them are now in advocacy mode, and the next step is participation. If business leaders don’t act now, they won’t just be dealing with misconduct risk mitigation—they’ll be dealing with the consequences.
As HR leaders, we’re often the first line of defense against workplace misconduct. But, we’re also the ones most equipped to develop working environments where misconduct can’t enter our organization or take root. The data in this year’s report may be unsettling, but it’s also empowering. It gives us the insight we need to act early, build safer workplaces, and protect the people who trust us to lead with integrity. Misconduct doesn’t escalate in silence—it grows when we’re not looking. Let’s choose to look, to listen, and most importantly, to lead.
To dive deeper into the research and understand what these findings mean for you, read our recent research report.