Requirements for a Reporting an Employer slander lawsuit 

The statement must be false A witness must be ready to testify to the statement. It must be proven to be damaging.  The statement must have no relation to the field of work.  

The statement must be false 

If an employer publicly disgraces an employee during a meeting where everyone is present, this is NOT slander –just some unfair treatment. The statement will only be considered slanderous if it is FALSE and FACTUAL. 

The statement must be heard by more than one person

As a verse in the holy book goes, “in the mouth of two witnesses, the truth is established”, consequently, for a statement to be considered slander, at least one person other than yourself, must have been present when the statement was made. 

The statement must be proven to be damaging

Before the court can consider a statement as a case of slander, the results of the statement must be damaging to the person’s reputation. It can be difficult to prove to the court that the slanderous statement can wreak your life, so it is advised that there should be strong evidence backing the magnitude of disaster the statement can or has made. For example, if you lose your job as an employee because of the words uttered by your employer, you stand a chance to sue your employer for slander. 

The statement made must have no relation to the field of work

This requirement does not continue under the previously listed reasons; it stands on its own. A statement uttered out of context of the work field-in cases of employer and employee– is considered unprivileged. A false, defamatory, and unprivileged statement is slander legally. 

Now that a slanderous statement can be identified, what is the next step to take? 

How to sue an employer for slander?

Find out your state laws and jurisdictions: laws differ from state to state, and so do laws governing defamation and slander. It is important to understand the laws that govern slander in your state; some states may require that the words are retracted by the offender while others may not. Gather solid and enough evidence: as explained above, the court would require proof backing your slander accusations, and all the evidence must tally with the requirements that the slander is capable or has already damaged your reputation.  Hire a specialist: hiring an attorney who is a specialist in defamation suits will effectively represent your claims in court. Most times, the specialist makes sure that all your accusations are factual before approaching the court.  Seek other dispute resolution options: if you are the type of person who does not love to fall in the limelight; all you need is just an apology and a retraction of the falsehood spoken about you, you can report to higher authorities in the organization and the case may be resolved peacefully.  


Reporting an Employer for Slander is not just false words spoken against him; it can manifest in several other forms. Examples include asking questions about someone’s sexual history, commenting on someone’s relationship, making conclusions about a person’s sexual preference, and more. It is important to note that a defamatory statement in writing is not slander, but libel. Only when the statement is uttered, is it considered slander. 

When should I report a defamation case? 

The answer is simple. When you have proof that the person committed the act, go-ahead

 2. What if I don’t have proof that my boss is slandering me? 

Then work on it. You could become your private detective. Target a time that the defaming words are uttered, and record it on your phone or a sound recorder. Also, one or more witnesses to the act are strong evidence. 

Reporting An Employer For Slander   How to solve It  - 56