Defamation claims arise frequently in the employment context. Your boss and your co-workers are subject to the same libel and slander laws that apply outside the workplace, and they need to be careful not to exceed the boundaries of fair criticism. The employment relationship, however, does present special challenges to a contemplated defamation lawsuit. As any good defamation lawyer will tell you, a primary obstacle in establishing defamation liability in the employment context is the existence of qualified privilege.
Workplace defamation suits often involve statements made during performance evaluations, tenure review, or employee terminations. These statements will often be deemed privileged, as a limited privilege applies to communications made in good faith on any subject matter in which the person communicating has an interest, or with reference to which he has a duty if made to another person having a corresponding interest or duty. Performance evaluations, tenure reviews, and employee terminations all typically involve situations where it is necessary or expected to make statements about another individual that could potentially affect another’s professional standing or reputation.
The protection offered by qualified privilege can be lost, however, if it is abused. If statements are made to a third party having no business hearing the information, they lack the requisite “corresponding interest or duty” and the privilege may be lost. Similarly, the qualified “interest or duty” privilege can be defeated if the plaintiff shows the defamatory statements were made with malice.
The Virginia Defamation Law Blog


matter of common knowledge, inherently likely to provoke violent reaction.”
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due to the omission rather than the expression of facts, the court will examine whether the omission would materially change the alleged implication.
defendant published a false factual statement that harms the plaintiff or the plaintiff’s reputation.
defamation claim. Thus, referring to Direct Connect as “inept” and “horrible” will likely be deemed non-actionable opinion. Referring to the company as “a bunch of thieves” presents a closer question.
Nigro appealed this decision, but then resigned a few months later. She brought an action against the residency program’s director and the hospital itself, claiming that she was defamed during the appeals process by the director of the program, who discussed her perceived shortcomings with the faculty appeals committee, and by employees of the hospital, who reported Nigro for allegedly recording her conversations with physicians.
insufficient. Second, the court found Aikat’s testimony was not the product of reliable principles and methods. Aikat refused to give any description of his methodology beyond reading and viewing. The court noted that Aikat’s methodology could have been to compare defendant’s performance to applicable professional standards, which would have been an acceptable methodology.