What is insubordination?
Insubordination at work is when an employee wilfully disobeys a lawful and reasonable order from someone in a position of authority, such as a manager or supervisor. It isn’t about making mistakes or disagreeing respectfully; it’s a refusal to comply with directives that are part of the job.
Let’s break down the insubordination meaning further. For behaviour to qualify as this, three elements generally need to be present:
- A clear and reasonable instruction was given by someone in authority
- The employee received and understood the instruction
- The employee deliberately refused to carry out the instruction
Insubordination can be verbal, behavioural or written. Sometimes it’s overt and hostile, while other times it’s more passive, such as consistent lateness or ignoring important tasks. Regardless of how it shows up, it can’t be ignored.
Examples of insubordination at work
What is insubordination? Not every disagreement or challenge is classed as insubordination, and knowing the difference is essential. Here are some common examples of what this might look like, ranging from minor incidents to serious insubordination that may warrant disciplinary action.
Refusing to complete a task or follow a direct order
If an employee is asked to carry out a reasonable task (i.e. something that falls within their role and job description) and they refuse without a valid reason, this is classic insubordination. For example, a team member told to finish a client report by the end of the day who simply says “no” or ignores the instruction is being insubordinate.
Sabotaging work or hindering productivity
An employee who intentionally delays a project, deletes files or undermines the efforts of their colleagues is guilty of this. These actions may not always be loud or visible, but they’re deliberate and damaging. Serious insubordination of this kind can even result in legal consequences.
Disrespecting or challenging authority figures
There’s a line between healthy debate and undermining authority. If an employee regularly questions a manager’s decisions in front of others, uses sarcasm, or deliberately makes their supervisor’s job harder, this behaviour can fall under insubordination. Tone, timing and intent all matter here.
Failing to show up for work or leaving early without notice
Regularly turning up late, leaving early without permission or disappearing for long periods of time during their working hours – especially after being asked to stop – is a form of passive insubordination. It shows a clear disregard for workplace rules and leadership, as well as a lack of respect.
Using disrespectful or offensive language
Swearing at a manager, using hostile or threatening language, or verbally attacking a colleague is a form of verbal insubordination. This behaviour goes beyond simple rudeness and often escalates into serious insubordination, especially when repeated.
What counts as serious insubordination?
Serious insubordination is behaviour that severely disrupts the workplace, threatens safety, or significantly damages trust between an employee and employer. It may include physical threats, repeated verbal abuse, or public defiance of authority. In these cases, insubordination at work can become a matter for dismissal or even legal action – especially if it violates terms of the employment contract.
Why is insubordination at work a serious matter?
When left unchecked, this can lead to bigger issues that affect the entire organisation. From low morale to legal headaches, there’s more at stake than an awkward atmosphere after a frustrated outburst. Here are some of the most important reasons that you should take insubordination seriously.
It damages the workplace culture
Even one instance can undermine a manager’s authority and signal to others that poor behaviour is acceptable. Over time, this erodes trust, weakens leadership, and poisons team dynamics. It’s the kind of behaviour that slowly chips away at shared values and company morale.
It reduces productivity
Employees who defy tasks or ignore deadlines throw off project timelines, create extra work for others, and cause delays. If this becomes a pattern, teams spend more time managing conflict than focusing on achieving goals. Measuring employee productivity can help you to spot these disruptions before they become a widespread problem.
It increases workplace conflicts
Where this is common, tension tends to follow. When these conditions persist, staff become more likely to fall out, mistrust one another and make complaints. This creates a hostile environment where even high-performing employees may struggle to get their work done. Being able to spot signs of a bad company culture early can help you to prevent minor frictions from developing into insubordination.
It can lead to high turnover rates
When colleagues feel unsupported and managers feel disrespected, people begin to leave. A culture that allows serious insubordination to go unaddressed often leads to high staff turnover and low engagement. Recruiting and training new staff is expensive and time consuming, so it’s in your best interests to keep hold of talent wherever possible.
How to address an incident of insubordination at work
Handling this properly is vital. It’s not just about punishing bad behaviour; it’s about setting expectations, protecting staff and ensuring that leadership is respected. Here’s how to deal with an incident, should it arise.
1. Make sure you understand your legal and ethical responsibilities
Before you act, review your obligations under employment law, and remember that employees have rights – even when their behaviour is unacceptable. For example, employees have a right to disconnect, so refusal to answer emails outside of their working hours wouldn’t count in the eyes of the law. It’s also important to take ethical considerations into account; just because you can discipline someone doesn’t always mean you should.
2. Conduct an investigation
A formal investigation is important to gain all the facts without jumping to conclusions. Speak to the people involved, review written records or emails, and establish whether the employee’s actions meet the criteria for this type of incident. Make sure to follow the correct HYPERLINK "https://www.peoplehr.com/en-gb/resources/blog/how-to-conduct-an-hr-investigations/"procedures for conducting an HR investigation, using a structured and consistent approach to ensure fairness throughout. For complex cases, you may need to bring in an external third party such as a mediator or conflict resolution specialist., using a structured and consistent approach to ensure fairness throughout. For complex cases, you may need to bring in an external third party such as a mediator or conflict resolution specialist.
3. Document the incident
Record what happened, when, who was involved, and any communications related to the incident. As well as helping to clarify the timeline of events, proper documentation ensures that your actions are legally sound and can protect your business if further disputes arise.
4. Take disciplinary action
If the incident is confirmed as serious insubordination, it may be appropriate to issue a formal warning, suspension or, in extreme cases, dismissal. Make sure any action taken is consistent with your company policy – particularly your disciplinary procedure – and fair to all employees.
5. Work to prevent further instances
Once the immediate issue has been addressed, think about why it happened and how you can reduce the chances of it recurring. Was the cause a breakdown in communication, a misunderstanding of expectations, or an issue with leadership style? Reflecting on the root causes can help to highlight gaps in your processes or culture that might have contributed to the incident of insubordination at work.
How to prevent insubordination at work
Preventing this type of incident is about creating a culture where respect flows both ways and employees feel heard, supported and engaged. As well as reducing the risk of serious insubordination, focusing on improving your company culture will help you to build a stronger team. Here are some top tips for preventing this at work.
Educate managers and team leaders
Strong leadership makes a big difference in how employees respond to authority. Managers need to know how to lead effectively and how to respond to challenging behaviour without escalating it. Teaching different management styles can help leaders to tailor their approach to different personalities and situations.
Improve workplace communication
A significant amount of insubordination stems from poor communication. If employees don’t understand why a task is important or feel that they weren’t listened to, this can cause resentment and erode motivation. Focus on improving communication skills across the entire organisation to create a more transparent, cooperative environment.
Create a positive working environment
When employees are treated fairly and feel valued, they’re less likely to become defiant or disengaged. Companies that invest in improving company culture are more likely to prevent disruptive behaviours before they start. This means offering recognition, development opportunities, and a safe space to share concerns without fear of being penalised.
Don’t ignore incidents
Finally, never sweep these incidents under the rug. Even if it seems minor, patterns can form and damage can build over time. Addressing incidents early shows that you take respect seriously and that everyone is held to the same standards.
Keep your employees happy and engaged with PeopleHR
Insubordination at work can quickly derail productivity, morale and employee retention if not handled properly. Understanding the full meaning, recognising common examples, and responding fairly are all part of building a healthy, high-performing workplace. Whether you’re dealing with serious insubordination or trying to prevent it from happening, consistency and communication are key.
Our HR software helps businesses to tackle all aspects of people management, from logging disciplinary issues to improving employee engagement. This intuitive platform makes it easier to build stronger teams, manage HR policies, and keep a finger on the pulse of your workplace culture.
To learn more about how we can improve engagement and respect throughout your organisation, book a free demo or contact our team and we’ll be happy to help.
