Workplace hazing attracted significant attention several years ago, but has featured less prominently in recent headlines. However, a Fair Work Commission (“FWC”) decision has refocused the issue of workplace hazing, making clear that “rites of passage” can pose serious safety and legal risks.

What is interesting about the case is that the incident occurred in a sophisticated and well-resourced workplace. Creating a positive, respectful and legally compliant workplace culture is a priority for many employers. Employers are creating policies and procedures, conducting training, communicating expectations and infusing workplace culture standards in all aspects of their organisation. But even with these systems, such measures do not always translate into appropriate employee conduct.

Factual background

The employee was employed as an Aircraft Maintenance Engineer and commenced employment in 2023. In June 2025, the employer undertook an investigation into allegations concerning the employee’s conduct towards two apprentices. The investigation was triggered after a complaint was made by an apprentice relating to conduct of the employee.

The alleged conduct included the employee stopping an elevated work platform while the two apprentices were working, leaving them temporarily stranded six metres in the air under an aircraft (during which the employee took his lunch break), as well as making demeaning and confrontational remarks suggestive of an outdated “rite of passage” mentality.

The employer undertook a formal investigation, issuing the employee with an allegations letter, supporting material and provided multiple opportunities to respond. Following a show cause meeting in July 2025, the employer terminated the employee’s employment, after which the employee lodged an internal appeal that was dismissed. The employee subsequently filed an unfair dismissal application.

The FWC found the employer had a valid reason for dismissal, particularly given the significant safety risks posed by the conduct, and dismissed the application.

Takeaways for employers

In this case, the employee viewed his conduct as harmless and even amusing. This reflects a broader issue frequently seen in workplaces, where employees perceive this kind of behaviour as character‑building or believe they are “hardening up” junior staff, often justifying their actions by reference to their own experiences when coming up through the ranks. Employees need to be on notice that these attitudes will not excuse behaviour that places others at risk or undermines workplace standards.

From an employer’s perspective, it is also important to recognise that even in organisations where employees broadly meet workplace culture expectations, sub-cultures can emerge where practices such as employee hazing are tolerated or normalised.

One step that employers can take is to look at the practical reality of their workplace culture by reviewing particular risk factors. This could include looking at the organisation’s size, structure, sector, age of employees, power imbalances, work patterns, cohesiveness of the team, any historical hazing culture and safety risks.

You can read more about why workplace culture matters in our recent article here