It started with eye-rolling in meetings. Then came the regular sarcastic comments, increased passive-aggressive interactions, poor communication, regular low-key put-downs of co-workers, and micromanagement of team members. You didn’t want to overreact. After all, everyone can have a bad day, or week, or month. But over time the behaviour continues, spreads and starts to have detrimental effects on others. You’ve also noticed an uptick in employees taking personal leave and an increase in resignations from people who previously loved their jobs. The damage of this type of conduct isn’t just interpersonal, it has become cultural, and dealing with it has now become critical.

Managing toxic behaviour in the workplace isn’t about micromanaging personalities. It’s about protecting the integrity of the team and the business. Left unchecked, toxic behaviour spreads and undermines morale, damages team cohesion, results in decreased productivity, and increases your legal exposure. In this article we look at what businesses need to consider and implement.

Positive Duty Requirements

As a result of the Respect@Work legislative amendments, there is an increased range of new and broader ‘positive duties’ (i.e., legal liabilities and responsibilities) placed on employers across workplace health and safety, discrimination and harassment. Failing to address these issues exposes both the business and individual managers. In fact, the ongoing amendments to related legislative schemes require a proactive approach by businesses.

In addition to providing a safe work environment, these newer positive duties require businesses and employees to take all reasonable and proportionate measures to eliminate the following behaviours as far as possible:

• Discrimination on the ground of sex in a work context.

• Sexual harassment in connection with work.

• Sex-based harassment in connection with work.

• Conduct creating a hostile workplace environment.

• Related acts of victimisation.

Although there is no ‘one size fits all approach to managing these issues, workplaces need to appropriately implement and be able to evidence:

• Strong leadership and organisational commitment and support to prevent unacceptable workplace behaviour.

• Risk identification, control and elimination.

• Consultation and communication with employees Consider their feedback and how their suggestions may create improvements.

• Ensuring management and employees are aware of their obligations.

• Appropriate processes and procedures, particularly around safe and supportive employee reporting.

Workplace Policies – the Baseline

No matter the size of your business, well drafted workplace policies and related procedures that comprehensively deal with related issues are the baseline for addressing conduct and culture issues. Workplace policies can help protect a business against related risks by providing documented evidence of the business’s stance on particular issues.

Relevantly, workplace policies:

• Should set clear expectations for all employees and state that failing to meet those expectations will have consequences.

• Should have associated procedures to follow for managing issues as they arise.

• Should be customised for your business. Using templates without customising them is not the best practice.

• Must be communicated to all employees, and not just during onboarding. They should be revisited periodically to ensure employees keep the expectations front of mind.

• Should empower management to address any issues before they cause significant impacts. Managers and supervisors should be well versed with the company policies so they are able to act confidently when issues arise. Consider having specific training for managers and supervisors.

• Are not ‘set and forget’ documents. They should be reviewed periodically, and updated where necessary, to ensure they appropriately comply with any legislative changes and requirements, along with any internal changes within the business.

Dealing with the Individual

The following is a checklist of factors to consider and address when you approach the problem with the individual protagonist:

• Good preparation – Toxic people are unlikely to accept allegations of inappropriate behaviour. Denial is not just a river in Egypt.

• Lead with facts, not feelings – Focus on specific, observable behaviours. Avoid generalisations or assumptions.

• Set clear boundaries – Be explicit about what is and isn’t acceptable behaviour. Ambiguity allows toxicity to persist.

• Name the impact – Explain how the behaviour affects team dynamics, outcomes, or the broader workplace culture.

• Stay calm and consistent – Your tone and energy set the standard. Avoid reacting emotionally.

• Don’t over-explain – Be firm, clear, and confident in your position. You’re not seeking approval.

• Redirect energy – Encourage ownership by pointing out the path to better contribution.

• Avoid public confrontations – Address issues privately to preserve trust and reduce defensiveness.

• Set a clear timeline for change – Monitor progress and follow up.

• Know when to let go – If their behaviour doesn’t change, be prepared to act in the company’s and team’s best interests.

• Document everything – If it’s not written down, it didn’t happen. Maintain thorough records. They will assist to defend a decision if a later claim is made against the business.

Failure to address toxic behaviour in the workplace will result in your good employees exiting the business. It is essential that as a business owner, manager or HR professional, you address this type of behaviour directly and constructively. It is the responsibility of business owners, managers and team members to foster an inclusive, respectful and supportive environment where everyone is given the opportunity to flourish. A proactive and structured response to toxic behaviours protects your people, your culture, and your business. When handled strategically, even the most disruptive dynamics can become a turning point for stronger leadership and a healthier workplace.

If you have these issues in your workplace, we know the recipe for improvement. Let us help you to turn things around and get great outcomes.