Parental Involvement in the Workplace

By Sonal Shah, JD, Assistant Director, Employment Law Services
Published April 29, 2025

Whether for summer positions or part-time roles during the school year, many HR Source members employ minors. For these employers, it’s important to not only comply with the legal requirements related to youth employment, but also to be prepared to navigate the increasing trend of parental involvement in workplace matters. Indeed, it’s not uncommon for our members to receive calls from parents seeking employment-related information about their minor children (or adult children with disabilities), particularly in situations involving performance or conduct concerns.

Before disclosing any information, employers should note there is no federal or state law requiring employers to share employment details, including discipline or termination decisions, with a child’s parent. The legal obligation to explain an employment decision is no greater for a parent of a minor than for any other third party.

Moreover, sharing such information may carry legal risks. Employees may allege you violated their rights to confidentiality or even claim defamation if they believe you communicated false and damaging information to their parents. Likewise, upset parents might retaliate with baseless legal claims in response to criticism of their child’s performance. While Illinois law grants employers qualified immunity for providing job performance information to prospective employers, this protection does not extend to communications with parents.

Does this mean you should never speak with parents? Not necessarily, but responses should be thoughtful and consistent. While an explanation may help de-escalate tensions, it could also open the door to privacy concerns and set expectations for future disclosures. To strike a balance, consider establishing a policy of respectfully informing parents that it is not the organization’s policy to share employment information with any third party, including parents. If your organization provides employees with copies of disciplinary documentation, you can mention this general practice and suggest the parent follow up directly with their child.

By setting boundaries while maintaining professionalism, employers can avoid unnecessary legal exposure and reinforce a workplace culture of privacy, accountability, and respect for all employees, regardless of age.