Why Employees Ghost HR — And What to Do About It
HR should be a trusted partner - the team employees turn to for support, answers, and a safe space when things go wrong. But the reality inside many organizations tells a different story. A growing number of employees are avoiding HR altogether, and the ripple effects are serious.
According to a recent MyPerfectResume survey, a staggering 86% of U.S. workers say they fear HR, and 85% hesitate to bring work-related issues forward. That’s more than just discomfort…it’s a breakdown in one of the most essential workplace relationships.
So, why are employees ghosting HR, and how can companies rebuild the trust that’s been lost?
Why Employees Stay Silent
1. Lack of Confidentiality
Thirty-seven percent of employees say they avoid HR because they don't trust it to keep things confidential. When private concerns become public, or even feel like they might, it only takes one breach to shut down future dialogue.
2. HR Seems Ineffective or Unhelpful
Another 37% feel HR doesn’t solve problems, and they’re not wrong to worry: 90% of employees report that issues brought to HR go unresolved, with nearly half saying it’s happened multiple times.
3. Fear of Retaliation or Backlash
31% of employees fear repercussions for speaking up - whether that means strained relationships, lost promotions, or subtle acts of exclusion. If retaliation feels likely, silence is safer.
4. HR Lacks Approachability
Also cited by 37% of workers, unapproachable or distant HR teams create an invisible wall. If HR seems too busy, too rigid, or disconnected, employees are more likely to seek help elsewhere…or not at all.
5. Red Tape and Delays
A major frustration? 67% say it’s hard to get a timely answer from HR. If employees experience long delays or feel bounced between departments, their motivation to engage drops fast.
6. Office Politics and Misaligned Priorities
71% say HR gets too caught up in office politics, and 68% believe HR prioritizes procedures over people. When HR feels like an extension of upper management rather than an advocate for employees, trust is eroded.
How Employers Can Rebuild Trust in HR
1. Treat Confidentiality Like a Promise, Not a Perk
Make clear—and demonstrate—that concerns shared with HR will be handled discreetly and respectfully. Break this promise once, and it’s hard to earn back.
2. Follow Through Every Time
If someone raises an issue, address it. Even when resolution takes time, regular follow-ups go a long way in showing that HR cares and is working on it.
3. Humanize the HR Function
Encourage your HR team to build relationships beyond crisis management. Host open office hours, attend team meetings, and make HR visible and approachable.
4. Get Serious About Feedback
Conduct anonymous employee surveys about HR’s performance—and take the results seriously. Ask what employees need more (or less) of from HR, and share what changes you’ll make based on that input.
5. Communicate What HR Is For
Some employees don’t reach out simply because they don’t know how HR can help. Clarify HR’s role across hiring, benefits, conflict resolution, and workplace wellbeing. When people understand what’s available, they’re more likely to engage.
When HR isn’t seen as safe, effective, or approachable, employees stop showing up, and that silence can damage everything from culture to retention to legal risk. But it’s not irreversible. With the right mindset, communication, and consistency, HR can rebuild credibility and become the trusted partner employees truly need.
If your team is working to reshape your HR function and strengthen employee trust, we can help. Let’s build a people strategy that works, for your company and your people.