Horseplay and joking around

In many South African workplaces, light-hearted banter and playful interactions can help build team spirit and reduce stress. However, when this behaviour turns into horseplay, such as rough pranks, pushing, teasing, chasing or practical jokes, it can quickly create serious problems. What one person sees as harmless fun may embarrass, intimidate or offend another, especially in diverse environments where humour is interpreted differently. The common defence of “It was just a joke” often fails when the conduct undermines someone’s dignity or safety.

What is horseplay?

Horseplay in the workplace refers to unsafe or reckless behaviour by employees that is often dismissed as “just having fun”. Horseplay is characterised by rough, rowdy or playful behaviour that is inappropriate in the workplace and may lead to accidents, injuries or disruptions. Examples of horseplay include pushing, shoving, pranks, practical jokes, wrestling, using company property and equipment for jokes or engaging in activities that can endanger the safety and well-being of individuals.

Employers often deal with situations such as where racist language and racist jokes, cartoons or memes including communication are shared in the office – this is a prime example of horseplay that may amount to hate speech.

The hidden dangers of horseplay

Horseplay carries a real risk. Physically, it distracts employees and can lead to workplace accidents, injuries or even damage to equipment, particularly in factories, workshops or sites with machinery and vehicles. In addition to safety concerns, it frequently crosses into harassment.

What the law expects from employers

The Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace (2022), issued under the Employment Equity Act (EEA) is clear.

The Code defines harassment as unwanted conduct that undermines dignity, creates a hostile working environment for one or more employees, or is intended to—or has the effect of—inducing submission through actual or threatened adverse consequences. Such conduct must be related to one or more grounds on which discrimination is prohibited under section 6(1) of the EEA, encompassing both listed and arbitrary grounds.

Section 6(1) of the EEA prohibits unfair discrimination in the workplace. It provides that no person may unfairly discriminate, directly or indirectly, against an employee in any employment policy or practice, on one or more grounds. These grounds include race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth, or any other arbitrary ground.

Employers have a legal duty under section 60 of the EEA to take reasonable steps to prevent such behaviour. They are required to address harassment complaints promptly and within a reasonable timeframe; failure to do so may result in employers being held vicariously liable.

Practical ways to stop horseplay

Employers should adopt a proactive approach to effectively address horseplay. Clear policies must explicitly prohibit rough play, unsafe pranks and any conduct that could be perceived as harassment. These rules should be communicated during onboarding and regular training.

Managers must lead by example and consistently enforce workplace policies to uphold boundaries against harassment. Regular awareness sessions, toolbox talks and risk assessments help employees distinguish between acceptable fun and inappropriate behaviour.

Equally important is encouraging open reporting without fear of retaliation, followed by prompt and fair investigations.

Fair discipline and positive alternatives

Disciplinary action should be applied consistently, ranging from warnings for minor incidents to more serious sanctions where horseplay causes harm or is repeated. At the same time, employers can encourage positive alternatives, such as organised team‑building activities that strengthen relationships without compromising safety or respect. The ultimate goal is to foster a workplace culture in which employees feel valued, safe and able to focus on their tasks.

Creating a respectful workplace culture

A professional environment does not need to be rigid or devoid of humour. With clear boundaries and mutual respect, teams can enjoy a positive atmosphere while avoiding the risks associated with horseplay. By addressing these issues seriously, employers not only reduce the likelihood of injury and legal claims but also foster stronger, more cohesive teams where everyone’s dignity is upheld.

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