Swearing common in the North! Why Clear Boundaries Are Essential for Your Business

Ogden won his case at the tribunal, and a further hearing will determine the compensation he’s entitled to receive. This outcome highlights the real implications for employers and underscores the importance of being proactive in addressing workplace culture issues. 

 

1. Consistency in Culture and Discipline is Key Ogden's dismissal was influenced not only by his use of language but by a culture that normalised “banter” and “horseplay,” with Judge Shergill describing the workplace as “toxic” and “lawless.” Inconsistent enforcement of standards can create blurred lines around acceptable conduct. Employers need to set clear behavioural expectations and uphold them consistently across all levels of staff to maintain a positive environment. failing to address these issues now could leave your business vulnerable to tribunal claims, where the employee in question might ultimately win. The Ogden case is a clear example of what can happen when inconsistent standards and a lack of enforced boundaries lead to costly, reputationally damaging outcomes. 

 

2. Setting Clear Boundaries on Language and Conduct Language that may seem harmless to one person might be offensive to another. While swearing and certain “banter” might feel acceptable in some settings, creating and communicating clear boundaries can prevent misunderstandings and complaints. Consistent standards ensure everyone understands where lines are drawn, enhancing mutual respect. If you recognise that your workplace culture allows for swearing and negative banter, what steps can you take to address it? Here are some practical suggestions: 

 

a) Establish Clear Standards: Define acceptable language and behaviour in your workplace policy. Ensure everyone knows the boundaries and what constitutes respectful communication. 

b) Train and Empower Managers: Equip managers to model appropriate behaviour and address issues as they arise. Managers should feel confident in intervening when conversations cross the line. 

c) Create Open Feedback Channels: Encourage employees to voice concerns about the culture without fear of reprisal. Anonymous feedback tools can be especially helpful in identifying problem areas. 

d) Reinforce Through Regular Training: Implement regular training on respectful workplace communication and harassment prevention to reinforce expectations and provide examples of positive interactions. 

e) Continuously assess the workplace environment through surveys and observations. Adjust policies and practices as needed to ensure a healthy, respectful culture. 

 

3. Training Managers to Lead by Example The case showed that even senior staff were part of the “banter” culture, potentially enabling inappropriate language and behaviour. Training managers to model and enforce positive behaviour sets a clear precedent, as leaders are seen as examples for the team. 

 

4. Ensuring a Fair Disciplinary Process The tribunal found that Booker Ltd failed to follow a fair process when dismissing Ogden, as he had not been previously reprimanded for similar behaviour. To avoid issues like this, it’s vital to have transparent, documented disciplinary processes that are communicated effectively. Employees need to understand the rules, and rules must be enforced consistently. 

 

5. Balancing Regional Culture and Corporate Standards Judge Shergill’s comment on the prevalence of swearing in the North highlights that workplace culture can be influenced by regional norms. For larger organisations, balancing local culture with company-wide expectations is key to maintaining fairness and inclusivity across different offices and teams. 

 

To read the full article click here: F-word 'particularly common in north' - tribunal judge - BBC News