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A company facing an escalating workplace harassment claim reportedly admitted that ChatGPT had drafted its employee handbook—and that the handbook lacked a key anti-harassment policy. The employer was not named, and the account does not establish what happened in the case afterward. The episode is a cautionary example of why AI-generated HR documents need qualified human review before use.
What happened with the AI-generated handbook?
In a May 14, 2024 report, Futurism’s Noor Al-Sibai described an account from Carly Holm, CEO of HR consultancy Humani. Holm said a client facing an escalating workplace harassment claim acknowledged that ChatGPT had written its employee handbook, which omitted a key anti-harassment section. The company was not identified, and the report does not include the handbook itself or an independently verified copy.
Holm warned that when appropriate workplace policies are absent, an investigation may examine the employer and consequences may follow. She cited zero-tolerance policies for sexual harassment and workplace violence as examples. That is her warning as reported by Futurism, not a legal rule that can be applied to every employer or jurisdiction. Read Futurism’s account.
What does the report establish—and what does it not?
- Reported: The client’s ChatGPT-drafted handbook lacked a key anti-harassment section, according to Holm’s account.
- Not established: The employer’s identity, the jurisdiction governing the incident, the handbook’s exact wording, or the eventual outcome of the harassment claim.
- No prevalence figure: The story provides no statistic about how often AI-written handbooks omit required or important policies.
- No product test: The report recounts an anecdote; it does not describe a controlled test of ChatGPT or its ability to draft handbooks.
A separate example involved a UK severance agreement
Futurism also reported a distinct anecdote from Daniel Grace, director of Iris. He said a UK company used Microsoft Copilot to draft a severance agreement that omitted essential information. According to Grace, the company’s lawyer rejected the document and the company ultimately paid a higher settlement amount. These details are attributed to Grace; the report does not independently establish the agreement’s contents or analyze the legal and financial outcome.
#1 Best Overall
This was a different company, document, and reported situation—not further information about the unnamed employer with the handbook. It illustrates a similar risk of relying on a draft without suitable review, but the two anecdotes do not show how common such failures are or establish a general result for AI-generated HR documents.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How employers should use AI when drafting HR policies
AI can help produce an initial draft, but a fluent-looking document is not evidence that it is complete, suitable for a particular workplace, or compliant with applicable requirements. Employers considering AI assistance for a handbook should treat the output as draft material and have a qualified HR professional or employment lawyer review it before adoption.
Rank #2
- Identify the jurisdiction and the employer’s actual obligations before drafting or revising policies.
- Check that the handbook addresses the policies and procedures relevant to the organization, rather than assuming an AI tool included them.
- Have a qualified reviewer assess both the wording and how the policy will be applied in practice.
- Update the handbook when workplace practices or applicable requirements change.
The Futurism story supports a narrow conclusion: in one account, an AI-drafted handbook was missing a key anti-harassment section. It does not establish that AI always produces deficient handbooks, but it shows why employers should not adopt consequential HR documents without professional review.
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