Here are 10 strategies for detecting and responding to lying:

Here are some things you can do to tell if someone’s lying:

1. Watch their eyes
2. Keep an eye out for rapid blinking
3. Count how long someone closes their eyes
4. Pay attention to the direction they look
5. The key is in what they’re trying to recall
6. Bunched skin beneath and wrinkles beside the eyes indicate a real smile

The following are some of the scientifically recognized traits and characteristics of pathological liars

• Their lies seem to have no clear benefit
• The stories they tell are usually dramatic, complicated, and detailed
• They usually portray themselves as the hero or victim
• They sometimes seem to believe the lies they tell

1. Love truth
2. Forget body language – focus on the words
3. Tell them you value honesty
4. Observe what happens when details are questioned
5. Ask open-ended questions
6. Don’t let on that you know they’re lying
7. Watch for the evidence of patterns of dishonesty

In situations where doing nothing isn’t a good option, you can always call the liar out You just need to think carefully about the best way to do this, and impulsively bashing them is never a smart move You may choose to have a conversation with the liar in private or with others whom the lie affects

The Importance of Truth Truth matters, both to us as individuals and to society as a whole As individuals, being truthful means that we can grow and mature, learning from our mistakes For society, truthfulness makes social bonds, and lying and hypocrisy break them

Here’s how you should approach the situation so it doesn’t ruin your work environment

1. Determine why they are lying People lie for a lot of reasons
2. Don’t get caught up in drama
3. Have a private conversation with your co-worker
4. Talk to your boss or HR

Have an Honest Conversation Often a simple and informal chat will do the trick If you decide to approach your colleague about a lie you are sure he’s told, allow him to fess up and come clean Following that, “you can have a conversation about your expectation that it will never happen again,” says McLeod

Here are some options you may want to consider:

1. Ignore it Look, I didn’t say these would be great options, but they’re options
2. Pretend they didn’t mean to lie I once had an employee tell me he’d finished labeling some folders when he hadn’t
3. Gently confront the fabricator Sometimes you just have to bite the bullet

Lying at work will be classed as misconduct and should be addressed under the company’s normal disciplinary procedures Depending on what the employee has actually lied about will affect whether this is deemed misconduct, serious misconduct or even gross misconduct

For a gross misconduct dismissal to be fair, the employer must be able to show that the misconduct was the reason for the dismissal and that in the circumstances it was reasonable to dismiss The employer does not have to show that the employee was guilty of gross misconduct for the dismissal to be fair

What is gross misconduct? Gross misconduct is behaviour, on the part of an employee, which is so bad that it destroys the employer/employee relationship, and merits instant dismissal without notice or pay in lieu of notice (Such dismissal without notice is often called ‘summary dismissal’)

Your employer will use the disciplinary hearing as a way of explaining to you what they think you’ve done wrong and ask for your side of the situation; at the end, they’ll explain what improvement (or other outcomes) there needs to be and if they are taking any action against you (a warning, dismissal, demotion, and so

If the employer does not carry out a reasonable investigation, any decisions they make in the disciplinary or grievance case are likely to be unfair This could risk legal action

After the hearing your employer should write to you as soon as possible, saying what action they’re going to take, and telling you about your right to appeal The decision might be: no action written warning