If the person is new employee, presumably you have a probation period clause in the contract, and at the end you can state that it's just not working out, prote

If the person is new employee, presumably you have a probation period clause in the contract, and at the end you can state that it's just not working out, protecting both the accuser and and the accused from knowing circumstance? You absolutely have to get rid of that type of person, it's already moved outside of work context to a personal context (WhatsApp), which implies that the author of the messages is not comfortable talking about what he's talking about in the context of a work environment because he knows it is wrong, and because he is willing to take that risk, it signals a danger. You should speak to a lawyer about removing the person from the company in a quiet way (which I think is what the accuser would prefer to protect her complaint) – since he is new, it's generally easier than ridding the company of a long-standing employee. Probation clauses are common in the United Kingdom, I'm not sure about the U.S. – so this advice might be awfully inaccurate. If you have seen proof, the accused needs to be removed. He is toxic if you know for sure of the correct circumstance.