Workplace Banter Isn’t Always “Just a Joke”
Workplace banter is often described as harmless, light-hearted fun – a way to build rapport, ease stress, and create a friendly team culture. When done well, it can help people feel connected and comfortable at work.
But banter has a line. And when that line is crossed, what was intended as a joke can quickly become bullying or harassment.
When Banter Stops Being Banter
Banter becomes a problem when it:
- Is one-sided, with one person consistently being the target
- Continues after someone has shown discomfort or asked for it to stop
- Involves personal characteristics, appearance, age, gender, race, disability, religion, or family circumstances
- Is sexual, demeaning, or humiliating in nature
- Happens publicly, particularly in front of colleagues or clients
- Creates an intimidating, hostile, or offensive work environment
A key issue is impact, not intent. Even if the person making the comment believes they are “just joking”, the legal and workplace focus is on how the behaviour is received.
“Everyone Jokes Like That Here” Is Not a Defence
A common justification is that the behaviour is part of the workplace culture, or that “no one else seems to mind”. This is risky thinking.
What feels acceptable to one person may be deeply uncomfortable or distressing to another. Power imbalances also matter – an employee may laugh along or stay silent simply to avoid conflict, not because they are genuinely comfortable. Silence does not equal consent.
Banter Can Still Be Bullying or Harassment
Banter can cross into bullying when it is repeated and unreasonable and creates a risk to someone’s health and safety.
It can also amount to harassment where the conduct relates to protected attributes or has a sexual or discriminatory element.
Importantly, behaviour does not need to be intended as malicious to be unlawful or inappropriate.
The Real Risks for Employers
When inappropriate banter is tolerated, employers face real consequences, including:
- Formal bullying or harassment complaints
- Workers compensation claims for psychological injury
- Increased absenteeism and staff turnover
- Reputational damage
- Legal claims and regulatory action
Just as importantly, it damages trust and psychological safety within teams.
What Employers and Leaders Should Do
Employers and managers play a critical role in setting the tone. Practical steps include:
- Making clear that “banter” is not an excuse for inappropriate behaviour
- Encouraging respectful communication and calling out behaviour early
- Ensuring policies on bullying and harassment are clear and understood
- Training managers to recognise issues before they escalate
- Creating a culture where employees feel safe to speak up
A Simple Rule of Thumb
If a comment would make someone feel singled out, embarrassed, or uncomfortable if repeated regularly – it’s not banter.
A respectful workplace doesn’t mean removing humour altogether. It means making sure that humour never comes at the expense of someone else’s dignity.