I recently had a client reach out in a bit of a panic. One of her customers had accused an employee of theft — and not just a vague complaint, but a serious claim that something had gone missing. My client was understandably hesitant. She said, “Isn’t this just hearsay? What if I get in trouble for terminating the employee without solid ground?” That’s where I stepped in to help sort through the noise.
As it turns out, the customer didn’t just make a claim — they provided actual proof of the theft. I explained to my client that when a customer presents credible evidence of misconduct, she’s absolutely within her rights to take action — especially in a situation involving loss of trust, dishonesty, or direct harm to the business.
Employers are not required to hold courtroom-style hearings to make employment decisions. If you have a good-faith belief based on evidence — like video, photos, written witness statements, or other forms of documented proof — you can act accordingly. In this case, that meant terminating the employee to protect her business, her customer relationships, and her remaining team.
She was relieved to know she was on firm legal and ethical ground — and she thanked me for helping her see that she didn’t have to feel paralyzed by uncertainty.
This situation was a great reminder: When in doubt, ask for guidance. Employee issues can get messy quickly, but the right support makes all the difference.
