High Time Someone Addresses Trolls in HR Forums

Yes, we have them in the HR Forums

If you’ve ever posted a serious HR or labor question online, chances are you’ve met that person. The one who swoops in with half-digested “legal” theories, cites foreign laws out of context, and turns a professional discussion into a circus of ego and misinformation.

HR forums were meant to be safe spaces—where practitioners exchange best practices, clarify gray areas in the Labor Code, and help one another navigate the daily realities of people management. Instead, too often, they become battlegrounds between professionals and armchair lawyers.

You know the types:

• The Pseudo-Lawyer who treats dictionaries and foreign references like gospel and insists Philippine labor law works the same way as US jurisprudence.

• The Know-It-All who rewrites your company policy mid-thread and lectures like they’re presiding over oral arguments.

• The Troll who derails serious discussions—maternity leave, due process, wages—with irrelevant rants, then plays victim when corrected.

  
  

Recently, I had to step in and address someone who insisted that SSS, PhilHealth, and Pag-IBIG are merely “services” employees may opt out of—and that government “jurisdiction over wages” only exists if an employee signs a form. He even cited Article 112 of the Labor Code and foreign legal references to justify it.

Let’s be clear:

Mandatory contributions are statutory obligations. They do not arise from consent. They are not optional services. They cannot be waived by contract, signature, or personal theory.

Forms and contracts exist because HR needs structure—documentation for payroll, enrollment, and compliance. A signature is administrative. It is not a magical loophole that allows anyone to “consent out” of the law. Employer liability exists regardless of who signs.

Article 112 protects employees from being forced to spend their wages on private goods and services. It does not allow employees to refuse mandatory government contributions.

Yet trolls thrive on reframing. They twist private contract logic and apply it to statutory obligations. They provoke. They repeat themselves. They shift goalposts. And when corrected, they resort to ad hominem arguments.

This is how professionals burn out.

I’ve seen this pattern long before Facebook groups existed—and yes, the last two incidents happened inside Facebook groups. I’ve managed online HR communities as a moderator myself, and I can say this plainly: the burnout is real.

Firefighting between trolls and professionals drains the very people who are there to help. You spend energy correcting misinformation, de-escalating egos, protecting members, and keeping discussions on track—only to be met with bad faith, personal attacks, or endless circular arguments. Over time, even the most patient practitioners begin to step back, go quiet, or leave altogether.

Here are some real examples from my experience:

• One HR forum member reported a respected HR guru to his company, complaining that he spent “too much time on forums.” The result? The community eventually migrated to a calmer, moderated Yahoo group.

• In another Facebook group, I called out a poster during a discussion on maternity leave. I asked a simple question: “How do you file a maternity leave claim?” He replied, “I am just a simple consultant.” I responded by pointing out that he was clearly not an HR practitioner, and the conversation stopped immediately.

• Separately, a close friend of mine—an experienced HR professional—responded with proper guidance in a different Facebook group. His response was contrary to what the poster wanted to hear. Instead of engaging in good faith, the poster bullied and castigated him. My friend eventually withdrew from giving advice altogether.

• Yet another incident involved an applicant posting, “I have two mobile numbers and still no calls!” clearly intended to insult recruiters. I replied, “You have two or three mobile numbers and a landline—why is it that we still can’t reach you?” It was petty, yes—but necessary to correct the misinformation and defend professional practice.

I’ve also seen someone who was not even an HR practitioner accepted into a forum in good faith. They posted a complaint about how HR decided on a case, clearly fishing for validation and hoping to stump or embarrass the HR practitioners in the group. That conversation quickly exposed bad-faith behavior. In contrast, I asked a simple question: “Do you represent the employee, or are you an HR hiding from your boss?” The conversation stopped immediately. Intent recognized. Troll—or worse, someone mimicking the same patterns my friend experienced.

Even when these forums were first created, the intent was clear: they were meant to be avenues where we could ask each other questions, exchange opinions, and figure out what to do in real workplace situations. Disagreement was not only allowed—it was encouraged, as long as it stayed within professional bounds. That part is what’s missing now.

To stress a point, back in 2017–2018, we (an HR forum no longer existing) were already discussing sensitive topics like bathroom access for LGBTQ+ (of their own sexual orientation, i.e. gays in the female restroom and for the record, the word "trans" was not existing then) employees long before it became a mainstream issue. The discussion was healthy. No one was being shut down. Every angle was explored—legal, operational, cultural, and human. People had differing views, but no one was vilified for expressing them. The goal was understanding, not winning.

That is what I want to go back to: a space that is healthy, forward-looking, and grounded in respect. A space where objections are part of growth, not triggers for dogpiling. Where professionals can disagree without being attacked. Where the intent is to learn—not to stump, embarrass, or dominate.

There was even a point when I seriously considered creating a Discord server (still trying to figure out how, lol)—just to rebuild a space where professionals could actually talk without the noise. Some of us went further and created smaller, more exclusive communities on Viber, simply to protect the quality of discussion. That alone says a lot. When HR practitioners start building side channels just to feel safe exchanging ideas, it’s a sign that the main spaces have become unsustainable.

These weren’t attempts to be elitist. They were survival strategies—small measures to ensure that discussions stayed professional, respectful, and productive.

Here’s the HR reality:

There will always be someone out there trying to sound like us—out of frustration, insecurity, or sheer resentment toward the profession. They cosplay as “lawyers” or “HR gurus,” drop unhinged statements designed to trigger correction, and when corrected, double down with even worse information. The result? Confusion for the person who originally asked for help.

This has to stop. Forums should be places of learning, not ego wars.

So here’s my survival guide for HR practitioners:

• Correct once. State the law or best practice clearly.

• Cite properly. DOLE, Labor Code, official issuances—facts over opinions.

• Disengage. Don’t feed bad-faith arguments.

• Block or report. Protect your sanity.

• Migrate if needed. A toxic space isn’t worth your energy.

We owe it to junior HRs, business owners, and employees seeking guidance to keep these spaces professional.

SSS is mandatory. Maternity benefits are law-backed. Due process is non-negotiable. Labor law doesn’t bend for egos.

If someone needs to talk about this—it’s me.

#laborcodeparasapinas #waggumamitngmalingbatas #HRReality #ProtectTheProfession

About Me:

Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Philippine-based Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com.