The rise of AI sophistication is ushering in a new era of workplace threats, and deepfakes are at the forefront. These AI-generated images, audio, and videos can make someone appear to say or do something they never did—creating operational, financial, and reputational risks for companies.
From fraud to harassment, deepfakes are no longer just a tech curiosity—they’re becoming a real HR challenge.
Financial Exposure: AI Fraud Targeting Employees
One of the most insidious threats comes in the form of executive impersonation. Fraudsters use deepfake videos or cloned voices of senior leaders to issue urgent instructions to employees, often in finance or accounting, tricking them into authorizing payments outside the organization.
The tactic is simple but effective: urgency and pressure reduce verification time, leaving companies vulnerable to significant financial losses. Asia Pacific organizations are increasingly reporting such scams, highlighting the global nature of this emerging threat.
Harassment and Workplace Culture
Deepfakes aren’t just about money—they’re also a new vector for sexual harassment and bullying. Manipulated images or videos of employees can be shared to humiliate or intimidate colleagues, potentially violating laws such as Hong Kong’s Sex Discrimination Ordinance.
HR leaders must recognize that deepfake harassment can impact employee wellbeing, create hostile work environments, and even expose organizations to liability if they fail to act.
Data Privacy and Compliance Risks
Deepfakes also pose a data privacy threat. Threat actors can exploit employee personal data to generate manipulated content. Under regulations like Hong Kong’s Personal Data (Protection) Ordinance, employers are responsible for protecting personal data, meaning deepfake incidents could trigger regulatory investigations.
Legal and Investigative Challenges
Internal investigations into employee misconduct are increasingly complicated by AI-manipulated evidence. If manipulated video or audio is used in disciplinary actions, companies risk unfair or wrongful dismissal claims, increasing costs, delays, and legal exposure.
Five Actions HR Leaders Can Take Now
To mitigate deepfake risks, organizations should implement a proactive approach:
-
Invest in Training: Educate employees on spotting deepfakes—look for glitches, unnatural movements, or odd speech patterns.
-
Be Vigilant: Scrutinize evidence in investigations to detect potential manipulation.
-
Enforce Multi-Layer Verification: Use dual authorization and verification call-backs for unusual requests, especially financial instructions.
-
Strengthen Policies: Explicitly prohibit unauthorized use of employees’ images, voices, or personal data. Incorporate deepfake-related harassment into anti-harassment policies.
-
Promote Reporting Culture: Encourage employees to report suspicious activity, with clear and accessible reporting channels.
The Bottom Line
Deepfakes are no longer a sci-fi threat—they are a real and growing risk in the workplace. For HR leaders, addressing them isn’t optional: proactive training, robust policies, and vigilant governance are critical to protecting employees, finances, and the organization’s reputation.
Organizations that act now will be better positioned to navigate this emerging risk landscape while maintaining trust, compliance, and operational integrity.
