Codes of conduct alone are not enough: Lessons from the Sydney Swans case
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27 August 2026 27 August 2026
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Asia Pacific
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People dynamics
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Corporate
Workplace misconduct allegations can place employers in a challenging position, requiring them to balance legal obligations, procedural fairness and workplace safety while investigations are ongoing.
In commentary featured by HRD Australia, Clyde & Co workplace partner Sarah Wood explores how employers can respond to serious allegations without waiting for the outcome of criminal proceedings, while still ensuring decisions are evidence-based and procedurally fair.
The article also highlights the growing importance of positive duty obligations, the consistent application of codes of conduct, and the need for organisations to proactively manage psychosocial risks throughout the investigation process.
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