The Power and Peril of Profanity

Swearing has long been part of human communication, but its place in the workplace is murkier. Some teams thrive on it, using profanity as a bonding ritual, a stress-relief valve, or even a fast-track way of conveying urgency. Others view it as toxic, unprofessional, or outright unlawful.

So where does that leave us?

Linguistics and psychology research paints swearing as more than ‘bad language’. Taboo words reliably activate stronger emotional and physiological responses than ordinary speech (Stapleton et al., 2022; Jay, 2009). They grab attention, boost memory, and can even increase pain tolerance.

In the workplace, studies show profanity often serves a functional role (Baruch et al., 2017; Fine & Corte, 2024):

• Stress relief: Cathartic venting after a tough interaction or mistake
• Bonding and solidarity: Shared swearing can create a sense of “we-ness,” especially in high-pressure environments
• Efficiency: A well-placed expletive can work like an “interactional exclamation point,” demanding attention and signalling urgency without needing extra explanation
• Identity and credibility: In some groups, swearing signals belonging or toughness; in others, it may humanise a leader

But the same word that signals trust in one context may come across as hostility in another. As the research shows, context beats content every time.

The risks are obvious too. Swearing may feel like harmless venting in the moment, but context is everything. And when the context is wrong, the fallout can be significant. Swearing can:

• Be perceived as exclusion or disrespect: Not everyone shares the same tolerance. What feels like banter to some can leave others feeling singled out or alienated, especially new starters, junior staff, or colleagues from different cultural backgrounds
• Escalate conflict rather than relieve it: A well-placed expletive can sometimes cut tension, but it can just as easily pour fuel on the fire. Once emotions are running high, swearing shifts from humour to hostility very quickly
• Damage professional reputation: In client-facing or hierarchical settings, profanity is risky shorthand. What might bond a tight-knit crew can undermine trust with customers, clients, or senior leaders who see it as unprofessional or disrespectful
• Erode team culture if misused: Even when not directed at someone, normalising swearing as everyday communication can slowly wear away at trust. It blurs the line between camaraderie and incivility, setting the stage for bigger behavioural issues
• Create unintended exclusion: Swearing can function as in-group language but while some people may feel comfortable with it, others may feel shut out, pressured to conform, or silenced in team conversations
• Cross into unlawful territory: While swearing itself isn’t illegal, repeated or targeted use, particularly when it humiliates or intimidates, can cross into bullying, harassment, or discrimination. The more normalised it becomes, the harder it is to notice when the line has already been crossed

Australia’s WHS and employment laws make swearing at work more than just a cultural question. Under the Work Health and Safety Act 2011 (Cth) and state regulations, verbal conduct that intimidates, humiliates, or creates a risk to psychological health can be treated as a psychosocial hazard.

Similarly, the Fair Work Act 2009 shows that context matters in unfair dismissal cases: tribunals have upheld dismissals where swearing was abusive or insubordinate (e.g., Starkey v DP World Melbourne Ltd [2015]) but overturned them when profanity was normalised in workplace culture (e.g., Illawarra Coal Holdings v Namulac Pty Ltd [2011]).

Anti-discrimination legislation also comes into play. If swearing references sex, race, disability, or other protected attributes, it may constitute unlawful harassment, with the Respect@Work reforms (2022) creating a positive duty for employers to prevent it.

The message is clear:

Swearing itself isn’t unlawful, but repeated, targeted, or discriminatory use can expose both employers and employees to legal and safety risks. Impact is more important than intent: what matters is not the words alone, but how, when, and at whom they are used.

The research shows that profanity can be useful, even prosocial, yet it carries real risks. In the workplace, unlike in controlled experiments, the consequences aren’t theoretical: they can be legal, relational, and reputational.

That’s why a blanket ‘zero-tolerance’ approach may not be realistic, but nor is assuming swearing is harmless banter. The safest path is situational awareness and clear boundaries.

Key considerations:

• Culture matters: The same words that signal trust and belonging in one setting can damage relationships in another
• Power dynamics: What feels like banter among peers can be harassment from a manager
• Audience awareness: Consider who’s listening – colleagues, clients, or regulators
• Legal obligations: Under WHS laws, employers must manage psychosocial risks. Swearing that intimidates, humiliates, or excludes can cross that line
• Professional image: Even if tolerated internally, profanity can damage your credibility with clients, regulators, or senior leadership

Practical tips for leaders and teams:

1. Know your context: Swearing may help blow off steam in some environments, but in professional or client-facing contexts it’s far riskier
2. Draw the line: Swearing about the situation is very different from swearing at a person, which risks harassment
3. Model consistency: Leaders set the tone. Apply standards fairly to avoid perceptions of bias or favouritism
4. Use policy wisely: Instead of blanket bans, Codes of Conduct should emphasise respect and psychological safety while allowing for context
5. Protect your reputation: Remember that internal culture may not translate externally. One careless outburst can harm your standing
6. Err on the side of caution: What feels like harmless banter to one person may feel like exclusion or hostility to another. When in doubt, leave it out.

No two workplaces are the same, but all have limits. Swearing may help your team bond or blow off steam, but erring on the side of caution protects both you and your people

For more information or if you have any questions on psychological health and safety in the workplace, please reach out to our team below.

Stapleton, K., Beers Fägersten, K., Stephens, R., & Loveday, C. (2022). The power of swearing: What we know and what we don’t. Lingua, 277, 103406. https://doi.org/10.1016/j.lingua.2022.103406

Baruch, Y., Prouska, R., Ollier-Malaterre, A., & Bunk, J. (2017). Swearing at work: The mixed outcomes of profanity. Journal of Managerial Psychology, 32(2), 149–162. https://doi.org/10.1108/JMP-10-2016-0297

Jay, T. (2009). The utility and ubiquity of taboo words. Perspectives on Psychological Science, 4(2), 153–161. https://doi.org/10.1111/j.1745-6924.2009.01115.x

Fine, G. A., & Corte, U. (2024). Obscenity factories: Profanity and community in workgroup cultures. Work and Occupations, 51(3), 299–324. https://doi.org/10.1177/07308884241256101