Rugby league star Ezra Mam recently found himself at the centre of controversy for his conduct outside of work. After crashing his car and failing a roadside drug test, there was speculation the Brisbane Broncos’ talent would be sacked. However, it’s since been revealed he’s entered rehab, and his team and the National Rugby League (NRL) may give him a second chance.
Read on as we delve into what happened and the potential consequences of Mam’s actions. We’ll explore UK employment law, whether employers have grounds to dismiss employees for off-field conduct and whether they should. Given the support Mam is receiving, could this serve as an example of how employers can positively support their workforce?
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NRL Star’s Conduct Outside of Work Sparks Calls for Dismissal
On Friday, 18 October, a car accident involving Brisbane Broncos’ five-eighth Ezra Mam occurred in Australia. Although there were no fatalities, a four-year-old girl sustained a broken hip.
When police arrived at the scene, Mam failed a roadside drug test and was subsequently accompanied to the hospital. A second test was later administered, with results expected in the near future to determine if charges will be filed.
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News of the NRL star’s conduct outside of work sparked widespread calls for his dismissal. The Broncos promptly notified the NRL’s integrity unit, fueling speculation that Mam’s multi-million dollar contract could be terminated.
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However, shortly after the incident, Mam checked himself into rehab, with his management stating that he was “extremely remorseful”. They added, “He acknowledges he’s facing some personal challenges and, following these recent events, has taken a proactive step by seeking immediate professional treatment”.
It was later revealed that teammate Reece Walsh had urged the Brisbane Broncos to give Mam a second chance. He said, “I feel for Ezra, he is an awesome person for a start… he has made a poor decision, but that doesn’t define who he is as a person or define the future. I know he will learn from it”.
It seems Mam will avoid an early career halt, as the Broncos and NRL appear unlikely to terminate his contract. That said, he’s expected to face a lengthy suspension and will be responsible for substantial rehab costs and vehicle damage.
Can you get Fired for Something that Happened Outside Work?
The short answer is yes—kind of.
It’s well-understood that companies that comply with UK employment law, and follow an adequate disciplinary policy, can dismiss employees for specific misconduct at work. However, employers may be entitled to dismiss employees, even if the misconduct wasn’t at work.
A key factor many businesses will consider, if an employee misbehaves outside of work, is reputational damage. Companies invest significant effort in cultivating a strong public image, and an employee’s conduct outside of work can cause considerable reputational damage, potentially affecting customer satisfaction and revenue. Therefore, if an employee’s personal actions bring their employer into disrepute, the company may have justifiable grounds for dismissal.
Tying into the above, employers may have a disciplinary policy that covers codes of conduct beyond working hours. These policies may address expected behaviours on social media or the potential consequences of a criminal conviction. In such cases, employers could argue that abusive behaviour on social media undermines the trust and confidence essential to the employment relationship or that a criminal conviction prevents the employee from fulfilling their duties—either of which could justify termination.
Ultimately, though, disciplinary action taken by an employer must align with UK employment law and the ACAS Code of Practice. While the Employment Rights Act 1996 outlines five potentially fair reasons for dismissal, the ACAS Code emphasises the importance of following a fair procedure. Should an employer dismiss without a valid reason or following a fair process, they risk exposing themselves to legal action.
When to Support, Not Sack: Handling Conduct Outside of Work
The case of Ezra Mam highlights the importance of a measured, empathetic approach when managing an employee’s conduct outside of work. Dismissal doesn’t always have to be the answer when following a disciplinary process, and employers can take valuable lessons from how the Brisbane Broncos and NRL handled Mam’s situation.
Lessons for Employers
First, it’s wise to consider the broader context. Although Mam’s actions may have caused reputational damage to the Broncos, his remorse and proactive steps toward self-improvement appear to have influenced the club’s decision to give him another chance. Rather than resorting to punitive measures, employers should seek ways to support an employee’s rehabilitation and growth, allowing them an opportunity to learn from mistakes and reintegrate positively into the workplace. This approach benefits the individual and reflects well on the organisation, signalling a commitment to employee well-being and development.
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But that’s not all. Supporting employees in this way also fosters trust and loyalty. In Mam’s case, his teammate’s call for a second chance illustrates that people can make mistakes while still contributing positively to their organisation. By providing a path to redemption, employers can build stronger relationships with their workforce, leading to higher morale, retention, and long-term loyalty.
Moreover, a supportive stance can help avoid potential legal issues, particularly if the employee’s misconduct had a limited impact on the workplace. In cases where the conduct doesn’t directly affect work responsibilities, offering support rather than immediate dismissal reduces the risk of legal complications and reinforces a positive, resilient company culture. As the Broncos’ handling of Mam’s case demonstrates, helping employees take responsibility while providing support can foster a respectful and enduring organisational reputation.
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