We all want our employees to feel comfortable and bring their authentic selves to work. This builds a positive inclusive culture, creates strong teams, and reduces burnout according to 2024 SHRM research. When employees cross the line between friendliness and too much information (TMI) however, it can increase risks for any business.

When it comes to workers discussing their private lives, how do they know the line between authentic and oversharing, and when should management react?  Discussing polarizing topics like politics and religion can quickly raise eyebrows and set off alarm bells. These topics, along with things like personal finances, romantic relationships, and medical conditions can be distracting, reduce productivity, fracture team dynamics, and damage personal and professional reputations.

Once the toothpaste is out of the tube, it’s hard to “unknow” certain things which is why Human Resources can be proactive in helping reduce sharing of TMI. Here is a brief list of information that employees do NOT need to provide:

• Medical conditions or history... except to confirm sick leave absences, request disability accommodations or manage workers' compensation claims.
• Personal finances... beyond what's necessary for payroll, taxes, benefits administration, or certain legal or regulatory requirements.
• Protected class information, such as religion, national origin, gender identity, or sexual orientation... unless providing voluntarily for the employer's required EEO-1 report.
• Information about personal relationships... unless related to benefits information or dependents on tax forms or implicating conflict of interest rules in the workplace or to avoid harassment allegations.
• Political or social beliefs

Of course, managers and Human Resources should be on the lookout for serious matters to refer to an Employee Assistance Program (EAP), such as domestic abuse or deteriorating  mental health. This professional resource enables employees to access the support they need without compromising privacy.

With these handy tips, leadership should know how to tactfully identify and discreetly redirect conversations that cross the line into oversharing or become legal timebombs for later claims of failure to accommodate . Managers can also refer employees to HR to help navigate inter-personal dynamics before they lead to future legal claims.

For more answers and other sources to help address TMI in the workplace, reach out to your RKW employment lawyer.