If you've ever worked in a modern office, you’ve probably heard it: “Oh my god, she’s being such a Karen right now.” Maybe you’ve said it. Maybe you’ve laughed. Maybe you are the Karen. (No offense—unless it’s deserved.)
But here's the twist: a UK employment tribunal just ruled that calling someone a “Karen” in the workplace can amount to harassment. Yep. You read that right. The meme made it to court. And if you think the U.S. won’t follow suit, you might want to think again.
Let’s get into why calling someone a Karen isn’t the hot take you think it is—and why letting these “harmless” stereotypes slide might actually be nuking your team culture.
Okay, But What Is a “Karen”?
We all know the image: mid-40s, angled bob, Starbucks cup in hand, furiously asking to speak to the manager about something. At work, she’s the one sending “per my last email” every 10 minutes, tattling on coworkers, gatekeeping the printer password like it’s national security, and acting like her PTO is more important than everyone else’s combined.
The problem? Calling someone a Karen isn’t just a vent. It’s a stereotype. And not the fun kind like “Golden Retriever boyfriend” or “wine aunt.” It’s gendered, it’s often racialized, and it’s weaponized against people—whether or not they’re actually doing anything wrong.
So unless your job description includes “junior internet comedian,” maybe skip the commentary.
Stereotypes: Mental Shortcuts, Real Problems
Let’s get real. Stereotypes are how your brain tries to make sense of things quickly. See a pattern, assign a label, move on. Efficient? Sure. Accurate? Not always.
And even when the stereotype feels true (because yes, sometimes they do), you still don’t get a free pass to act on it. Why? Because stereotypes stop us from asking the real question: Why is someone acting the way they are? What’s actually going on?
Calling someone “Karen” isn’t feedback—it’s dismissal in a party hat.
Bias Is Like Glitter: It Gets Everywhere
Stereotypes are just one flavor of bias. And trust me, there’s a whole buffet. Ever gravitate toward people who laugh at your jokes? That’s affinity bias. Only notice someone’s mistakes after you’ve already decided you don’t like them? Confirmation bias. Assume your coworker is lazy instead of wondering if they’re overwhelmed? Hello, attribution bias.
Feeling brave? Here’s a casual list of 151 ways the human brain does us dirty on a daily basis. Basically, it’s a receipt for why none of us should be making snap judgments at work (or anywhere): Click me! Read it and weep. Or just cringe at how many you've already done today. We won't judge. 😉
But It’s Just a Joke! HR Can’t Take Anything Anymore!
We hear it all the time: “Everyone’s too sensitive now.” “I can’t say anything without getting in trouble.” Spoiler: You can say things. You just can’t say everything.
If your version of workplace fun is giving people nicknames based on stereotypes, the issue isn’t HR’s sensitivity—it’s your material. Be funnier. Do Better.
Here’s the truth: yes, the “Karen” joke can feel funny—especially if the behavior matches. But you still need to know when to shut it down. If you’re in leadership, you especially don’t get to make those jokes. You’re not in the group chat anymore. You’re the example now.
And when that joke spreads through the office like wildfire? It doesn’t just hurt feelings. It creates a culture of eye-rolls, avoidance, and “us vs. them.” And eventually… legal problems. Yay!
Let’s Talk About the Actual Behavior, Not the Nickname
Let’s say someone really is acting like the office villain. Constant complaints, unnecessary escalations, micromanaging people who don’t even report to them, writing emails like it’s a legal deposition. You should address that. But not by rolling your eyes and muttering “Karen.”
Ask yourself:
-What’s going on here?
-Are expectations clear?
-Is this burnout? Power trip? Insecurity?
-Have I actually talked to them like an adult?
If you’re a manager and your feedback plan starts and ends with a nickname, congrats—you’ve avoided doing your actual job. The behavior might be annoying, but calling it “Karen-ing” doesn’t solve it. It just builds resentment—and a pile of issues you’ll have to deal with later.
What Happens When You Let the “Karen” Culture Spread?
Once you label someone, that label sticks. Everything they do gets filtered through it. Even when they’re being helpful or reasonable, it’s seen as drama because that’s what Karens do, right?
Soon, other people start joining in. The jokes become normal. HR becomes the joke. The person being labeled shuts down—or retaliates. And congratulations, you’ve just created a toxic work environment over a meme.
Even worse? You’ve now made it harder for yourself to take action on legitimate behavior issues—because instead of documenting and coaching, you chose sarcasm and side-eyes. And trust us, courts don’t care if you thought it was funny.
Managers, Read This Twice
You do not get to call your employees Karens. Not in a joke. Not “just between us.” Not even if the whole team “gets it.” If someone’s behavior is causing disruption, you deal with it like a professional: You talk about it. You clarify expectations. You document it. You coach it.
And if coaching doesn’t work? You follow performance management processes. But what you don’t do is drag someone through the mud with snide remarks and backchannel gossip. That’s not management. That’s high school.
You’re not just building a team—you’re setting the tone. So make it a good one.
TL;DR (But Not Really)
Stereotypes feel easy. Biases feel natural. But if you want a workplace that isn’t a walking HR liability, you have to slow down and do better.
That means addressing behavior, not name-calling it. Catching your bias before it turns into exclusion. Realizing “just a joke” is how real culture problems start.
We’re not asking you to stop having fun. We’re asking you to grow up—just a little.
And if you need help figuring out whether it’s a funny stereotype or a real management issue before Karen walks into court holding your name on a subpoena—call us. We’ll help you sort it out.