Insubordination

What is insubordination?

Insubordination refers to an employee’s deliberate refusal to obey a lawful and reasonable instruction from a supervisor or manager. It typically involves defiant behaviour, such as openly refusing a direct order, using disrespectful language toward authority figures, or undermining management decisions. Insubordination is considered a form of workplace misconduct and may warrant disciplinary action — including termination — depending on its severity and context.

For an act to qualify as insubordination, three conditions generally need to be present:

1. A clear directive was given by a person in authority.
2. The directive was lawful, reasonable, and within the scope of the employee’s role.
3. The employee knowingly refused or disregarded the directive.

Examples can include:

• Refusing to complete assigned tasks
• Ignoring safety protocols
• Responding to a supervisor with aggressive or hostile behaviour when being asked to comply with workplace policies

However, it’s important to note that not all disagreements or pushback are (or should be) considered insubordination. Employees should be able to raise concerns, suggest alternatives, or challenge decisions respectfully without breaching conduct expectations.

Why does this matter for employers?

Genuine cases of insubordination can disrupt team dynamics, undermine leadership, and negatively impact workplace morale. Employers must address such behaviour consistently and in accordance with internal disciplinary procedures and local labour laws.

However, as mentioned, it’s equally important to distinguish between misconduct and legitimate employee concerns, especially in cases involving unclear expectations, unsafe instructions, or protected rights (e.g., whistleblowing or labour activism).

Proper documentation of the incident, clear communication of expectations, and adherence to due process are essential when responding to potential insubordination. Mishandling such situations may lead to wrongful dismissal claims or employee grievances.

How can Remote help?

When you employ people through Remote, our in-country experts can guide you through compliant disciplinary procedures, helping you navigate misconduct cases — including insubordination — while respecting local labour laws and fair dismissal practices. Learn more.