‘Act quickly’: Experts dial in on Kyle and Jackie O split

The Kyle and Jackie O Show rupture offers critical workplace culture takeaways, as well as lessons for how HR professionals can manage employee wellbeing.

On Wednesday (3 March), Jacqueline Henderson, also known as Jackie O on KIIS FM’s Kyle and Jackie O Show, left the show after stating that she could not continue working with Kyle Sandilands after an on-air incident on 20 February 2026.

KIIS FM’s parent company, ARN Media Limited, gave written notice to Sandilands, asserting that his behaviour during the 20 February 2026 breakfast show was an act of serious misconduct and in breach of his services agreement, barring him from the show for 14 days to remedy this breach.

Additionally, ARN terminated Henderson’s contract on the show and offered her the possibility of an alternative show on the network. “The KIIS breakfast show will be taken off-air effective immediately, with interim arrangements made for the show,” ARN said in a market announcement.

Swaab employment law partner Michael Byrnes said that despite ARN considering Sandilands’ behaviour as serious misconduct, he was let back on air for a further six shows following the incident, only missing one show between the incident and his suspension over a period of seven weekdays.

He also noted that Sandilands may argue that there have been similar exchanges with Henderson on air before, with these incidents not resulting in disciplinary action. “The situation also demonstrates why it is important to monitor safety and well-being in the workplace,” Byrnes stressed.

“Leaving an employee in the workplace after an incident of serious misconduct may significantly weaken (or even be fatal to) an argument that the conduct was inconsistent with continued employment," Byrnes said.

He further emphasised that commercial success in the entertainment industry does not excuse creating an unsafe workplace.

“It is important that management is properly empowered to address potentially hazardous situations, including those involving psychosocial hazards," he said.

SKG Services HR, people and culture general manager Julie Statevski said that before workplace incidents like these, workplace toxicity develops in the background before emerging suddenly.

She said that this public fallout highlights a broader issue that many workplaces face – balancing performance with psychological safety and making mental health a part of workplace safety.

“The lesson for businesses is that culture requires active management, clear expectations, and accountability regardless of status. HR leaders must reinforce addressing conflict early and ensure strong personalities never override respectful standards,” Statevski said.

"It is important that employers act quickly and decisively after alleged serious misconduct. This will usually involve initially removing the employee from the workplace (in the form of suspension or leave on pay),” Byrnes concluded.

Carlos Tse

Carlos Tse is a graduate journalist writing for Accountants Daily, HR Leader, Lawyers Weekly.