In workplace culture, nicknames are said to be symbols of camaraderie, personality, or a fun way to add humour to the workplace environment to make it a more enjoyable place to work. However, when banter veers into territory that touches on race, gender, age, disability, or other protected characteristics, what is once “just a joke” can become a serious legal issue for employers.
As an employment solicitor advising both growing SMEs and established businesses dotted around the UK, I have seen how this informal workplace culture that usually starts with something as seemingly harmless as a nickname, if left unchecked by employers can lead to grievances, internal investigations, and costly Employment Tribunal claims.
When Nicknames Become Harassment
The Equality Act 2010 makes it unlawful to harass or discriminate against an employee on the basis of protected characteristics which include sex, race, religion or belief, disability, age, or sexual orientation. A nickname can be harmless yet unlawful. For example, “babe”, “sweetie” when calling a female colleague, “Kitkat” when referring to a colleague that ‘always’ takes a break, or “Captain Slow” to a visually impaired staff member. Such nicknames may cross the legal line if they lead to a hostile, humiliating, or degrading environment. The Tribunals have often upheld claims where employers failed to act on similar conduct. What is important here is not the intention behind the nickname that matters but how it is received.
A Culture of Risk
Nicknames can reflect deeper issues in workplace culture. If an employee feels unable to speak up, or if management brushes off complaints as oversensitivity, this creates a dangerous climate. Vicarious liability means that employers can be held responsible for acts of discrimination or harassment by their employees even if senior management was unaware.
The Tribunal in Robson v. Clarke’s Mechanical Ltd awarded almost £25,000 in compensation for age-related discrimination and unfair dismissal to a sixty-nine year old plumber nicknamed ‘half-dead Dave’ at work. Despite management insisting that they saw nothing wrong with it, and it was just banter which Mr. Robson did not complain about, the Tribunal found that it was an age-related epithet that was not only derogatory, but also unpleasant and distressing to Mr. Robson, although he did not complain.
What Employers Should Do
It is crucial for HR professionals, business owners or managers to create a workplace culture that balances informality with respect. Using these four practical steps can help you reduce legal exposure:
- Reinforce policies – Ensure anti-harassment and dignity at work policies are updated and explicitly cover verbal conduct and workplace culture. Set clear expectations around language and behaviour.
- Train regularly – Provide ongoing equality and diversity training, not just at induction. Use real-life examples to raise awareness about unconscious bias and “banter” boundaries.
- Model from the top – Senior staff set the tone. If leadership is seen to tolerate (or participate in) inappropriate humour, it becomes part of the culture.
- Respond properly – Investigate complaints swiftly and fairly using the ACAS Codes of Practice on discipline and grievance. Silence or minimisation can fuel claims of institutional tolerance.
Legal Support That Understands Your Business
As an Employment Solicitor at Franklins Solicitors LLP, I work closely with employers across sectors to reduce risk, resolve conflict early, and maintain healthy workplace cultures. If your business needs support navigating sensitive conduct issues, defending a tribunal claim, or conducting workplace training, we’re here to help.
Don’t wait until a nickname lands you in legal hot water.
If you’d like to discuss how we can assist with your employment law matter, please contact our Employment Law team on 01604 936512 / 01908 953674 or email [email protected].
Written by Thomas Ddumba
Solicitor, Employment Law at Franklins Solicitors LLP
Specialises in dismissal claims, workplace discrimination (Equality Act 2010), TUPE and redundancy matters, employment contracts and policies, executive exits and settlements, whistleblowing disputes, tribunal representation, and ongoing HR/legal advisory support
Thomas Ddumba is a Solicitor specialising in Employment Law at Franklin’s Solicitors. He holds an LLM in International Energy Law from Nottingham Trent University, an LLB from the University of Liverpool, and completed the Legal Practice Course at the University of Law.
Thomas advises on a wide range of employment matters, including unfair dismissal, discrimination, TUPE, redundancy, and whistleblowing. He has particular expertise in drafting contracts, staff handbooks, and HR policies, and regularly represents clients in Employment Tribunal claims and ACAS conciliations.
Known for his practical and commercially focused advice, Thomas also supports employers with day-to-day HR matters and strategic workforce planning.
Outside of work, Thomas enjoys golf and is a member of Coventry Hearsall Golf Club. He is also a passionate Fulham FC fan and Formula 1 enthusiast.
