Complete HR playbook for managing deepfake incidents including workplace harassment, executive impersonation, BEC fraud response, employee support protocols, investigation procedures, and policy development templates.
Key Takeaways
- • 67% of HR professionals encountered deepfake-related incidents in 2024
- • Average incident resolution time: 14 days without established protocols
- • Organizations with deepfake policies respond 3x faster to incidents
- • 45% of deepfake workplace incidents involve internal perpetrators
- • EAP utilization increases 280% following deepfake victimization
The Workplace Deepfake Challenge
Deepfakes affecting employees—whether created by colleagues, external actors, or as part of broader harassment—present novel challenges for HR professionals. Effective response requires updated policies, trained staff, and clear procedures.
Common Workplace Scenarios
- Harassment: Synthetic intimate images of colleagues created and shared.
- Impersonation: Fake videos of executives or employees making inappropriate statements.
- Fraud: Deepfaked video calls used in business email compromise schemes.
- External targeting: Employees victimized by deepfakes originating outside the organization.
Incident Response Checklist
| Step | Action | Timeline |
|---|---|---|
| 1 | Document and preserve evidence | Immediate |
| 2 | Contact affected employee, offer support | <2 hours |
| 3 | Engage legal, IT security, communications | <4 hours |
| 4 | Determine internal vs external source | <24 hours |
| 5 | Assess reporting requirements | <48 hours |
Investigation Considerations
Investigating deepfake incidents requires:
- Digital forensics capabilities or external expertise
- Clear chain of custody for digital evidence
- Privacy protections for affected employees during investigation
- Coordination with law enforcement when appropriate
Support for Affected Employees
Employees targeted by deepfakes may need:
- Access to counseling or employee assistance programs
- Flexible work arrangements during acute stress periods
- Legal support for takedown requests or civil actions
- Protection from retaliation or secondary victimization
Policy Development
Organizations should proactively develop policies addressing AI-generated content creation, distribution, and response. Clear prohibitions and consequences deter internal creation while support frameworks help employees victimized by external actors.
Frequently Asked Questions
Is deepfake harassment grounds for termination?
Yes, creating or distributing deepfakes of colleagues typically violates harassment policies and may constitute criminal conduct. Consult legal counsel for jurisdiction-specific guidance on termination processes.
Should we report deepfake incidents to law enforcement?
Many jurisdictions now have specific laws against deepfakes, especially non-consensual intimate imagery. Reporting should be considered, but prioritize victim preferences and consult legal counsel.
Learn about removal processes in our deepfake takedown guide and explore ethical frameworks.