When New Zealand Green Party co-leader Chlöe Swarbrick was barred from Parliament for the rest of the week after a fiery speech on Gaza, refusing to withdraw or apologise for challenging the government to support sanctions, it raised an important question for workplaces: Can people be penalised for what they say at work?

Much as we value freedom of expression, workplace norms still take precedence, especially in a public forum like Parliament. Employers need to consider organisational integrity: conduct standards exist and are enforced for a reason. For instance, organisations need to avoid reputational damage, which means maintaining decorum in front of members of the public; and critically, they must maintain a respectful environment for the sake of other employees.

On the other hand, stifling personal beliefs or penalising employees for expressing convictions can erode trust and morale, especially when statements aren’t defamatory or discriminatory.

Balancing organisational integrity with freedom of expression means that while employers may enforce conduct standards to preserve decorum, protect their reputation, and maintain respect in the workplace, they must also avoid stifling personal beliefs or penalising employees for expressing convictions that are neither defamatory nor discriminatory, as doing so can erode trust and morale.

In Swarbrick’s case, the Speaker deemed her comment (“If we find six of 68 government MPs with a spine”) beyond acceptable parliamentary norms, warranting removal. In corporate settings, disciplinary action may be justified only when speech violates clear policy, for example, harassment, hate speech, or breach of confidentiality.

What a neutral policy should look like

A truly balanced workplace policy on speech should begin with transparent guidelines, so employees understand exactly what is and isn’t acceptable to say on company premises or through work channels. Any disciplinary measures should follow a proportional response reserved for serious breaches such as hate speech, threats, or clear policy violations rather than for mere disagreement or unpopular opinions. Rules must be enforced consistently across the organisation, without exceptions for seniority, popularity, or influence. At the same time, leaders should respect the value of expression, fostering open and constructive dialogue on social issues, as long as it remains within agreed boundaries of respect and professionalism.