A recent Fair Work Commission (FWC) decision has reinforced that swearing, even if common in a workplace, isn’t acceptable when it crosses the line into aggression. In the case, an electrician resigned after a heated conversation with a company director whose language, although part of the “everyday culture” at the workplace, was found to be intimidating, confrontational and inappropriate.
In Mr Suhayl Ali v DMG Building and Electrical Services Pty Ltd – [2025] FWC 1244 the FWC found the director’s conduct left the worker with no real choice but to resign, allowing an adverse action claim to proceed. The case highlights the risks of normalising aggressive or profane language at work, especially when power dynamics are at play.
What this means for your Practice
While medical teams often operate in high-pressure environments, professionalism in communication is expected and not optional – especially for senior clinicians and practice leaders. The FWC made it clear that being “frank” in communication style doesn’t excuse aggressive or disrespectful conduct towards staff and noted the power imbalance between employees and managers or directors, as employers.
In today’s regulatory climate, this type of language may be seen as a psychosocial hazard and expose your practice to legal and reputational risk.
What you can do now
- Reinforce respectful communication - make it clear that swearing, raised voices, or dismissive language are not acceptable, even when frustration runs high.Â
- Revisit your policies - ensure your Policies and Code of Conduct address appropriate workplace behaviour and how concerns can be raised. The HR in Health suite of Respectful Workplace Policies, coupled with our Complaints & Grievance Policy covers best practice when it comes to setting expectations for respectful behaviour at work.Â
- Use training as a preventative tool – all staff should complete HR in Health’s HR Onboarding & Refresher course. At just $99 per user, our course provides 3.5 hours of content broken down into smaller, easy to digest modules that covers the essentials when it comes to expected behaviours at work.Â
- Lead by example – leadership behaviour shapes culture. Encourage your leadership team to lead by example and communicate respectfully and professionally at all times.Â
Need support?
HR in Health members have access to a wide range of resources and support to help you set the tone and effectively manage behaviours in your practice. If you’d like support with addressing team culture, training, or managing issues, we’re here to help. Contact us on 07 3386 6488