Drake vs Kendrick: What happens when employee feuds go legal?

As the famous battle between Kendrick and Drake heats up, representatives at Universal Music Group have spoken out in response to Drake’s filed lawsuit against the music company.

On such a public stage, this case has got us thinking about workplace disputes in general, but more specifically what happens when two employees go head-to-head. Is there a responsibility on you, the employer, to tackle the issue? And do you have access to the right HR software and advice to support you in handling this?

Drake vs Kendrick legal dispute

Suing for defamation, Drake has brought the ever-lasting rap battle between himself and Kendrick Lamar to UMG. The record label he was under for more than a decade.

Accusing the ‘world’s largest music company’ of spreading a ‘"false and malicious narrative" by supporting the release of Lamar’s Not Like Us track.

In response, the label said:

"Not only are these claims untrue, but the notion that we would seek to harm the reputation of any artist - let alone Drake - is illogical."

While it may not be an A-list rap battle you’re dealing with, there’s no question that disputes can arise in any workplace. And as an employer you have a role to play in handling and resolving disagreements between employees before they escalate any further.

The steps required to solve a workplace dispute

Employees can dispute over a range of topics and in different ways. From complaints, arguments, disagreements, or even claims of bullying and harassment. The workplace is vulnerable to becoming a boiling pot of characters with differing views and personalities.

To maintain a positive workplace culture, conflict between employees should be handled quickly but effectively. Making sure to focus on stamping out negative behaviours and taking a fair and un-biased approach with all involved.

You should start by taking an informal approach.

Talking it out

Start by talking to the employees. Giving all involved a chance to explain what has occurred or what they would like to achieve. It may be this very simple process that brings the issue to an end.

Document every step

However, as any HR professional will tell you, it’s always important to document your processes. Including keeping a record of the conversations you have with the employees. Not only will this give you something to look back on, but these may be needed if the dispute is taken further.

Using our HR document storage system, 5,122 total documents relating to violence/harassment were downloaded in 2024 alone. Emphasising the importance of documentation and storage of HR processes.

You should try your best to reach an agreement with the employees involved. Using your common sense and HR understanding to come to a fair resolution. However, sometimes this isn’t enough, and a formal approach may be required.

Gather information

This will require you to gather every piece of information about the despite. Both from those involved and any other third parties. For example:

• Who’s involved?

• What has happened?

• What was said or done?

Write a report

Write a formal report which will outline the details of your investigation. Including the key details such as the names of those involved in the dispute, what the core concern is, and what the plan will be moving forward.

Consider different options for resolution

A diss track wouldn’t be a HR friendly approach to end an employee dispute but other options are, such as:

• Mediation

• Conciliation

• Arbitration

More often than not, with the help of a third-party, employee feuds can be resolved. However, if this dispute is anything like Drake vs Kendrick, more detailed legal advice may be required.

For example, if employee misconduct has occurred such as a claim of bullying or harassment you are required to follow the disciplinary procedure. Starting with a complete disciplinary investigation.

Get expert employment law advice from BrightHR  

While Drake and Kendrick have taken their drama as far a law court, this should always be a last resort. However, employment tribunals and employment law specialists are available to those who have no other option.

At BrightHR our 24/7 employment law advice line is at your service. Ready to answer any of your questions or concerns. Including addressing issues such as employee conflicts and disputes. We can help you to determine whether disciplinary action is required and the steps you should take to handle disputes fairly and responsibly.

Encountered trouble in your workplace? Discover our award-winning HR software and round-the-clock HR advice by booking your free demo or calling us on 0800 470 2432.