What is workplace bullying and what can I do about it?
Workplace bullying is repeated, unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. It differs from reasonable management action, focusing on sustained harmful conduct rather than legitimate performance feedback or direction.
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How it works in practice
Defining Workplace Bullying
Workplace bullying involves ongoing and unreasonable behaviour that is directed towards a worker or a group of workers, and that creates a risk to health and safety. Unreasonable behaviour means conduct that a reasonable person, having considered the circumstances, would see as victimising, humiliating, intimidating or threatening. It is not usually a one-off event, but rather a pattern of behaviour that continues over time.
This can include verbal abuse, aggressive and intimidating conduct, teasing or practical jokes, exclusion from work-related events, unreasonable work demands, or deliberate sabotage of work. The key is the repetitive nature and the negative impact on the individual's psychological or physical well-being.
Impact and Resolution
Workplace bullying can significantly impact an individual's mental health, leading to stress, anxiety, depression, and reduced productivity. It can also damage team morale and the overall work environment. Addressing bullying requires understanding its nature and having clear steps for reporting and resolution, focusing on creating a safe and respectful workplace culture for all employees.
Important exceptions
Not all unpleasant or difficult interactions in the workplace constitute bullying. Legitimate and reasonable management action, carried out in a fair and transparent manner, such as performance management, disciplinary action, or work allocation, is not bullying.
Similarly, a single incident of rudeness or disrespect, while unwelcome, may not be considered bullying unless it is severe and creates a risk to health and safety. Differences in opinion or isolated disagreements between colleagues also do not typically fall under the definition of bullying if they are resolved constructively.
What you should do now
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Document incidents: Keep a detailed record of each bullying incident, including dates, times, locations, what happened, who was involved, and any witnesses.
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Talk to the person (if safe): If you feel safe and comfortable, try to address the behaviour directly with the person, explaining how their actions affect you.
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Seek support: Talk to a trusted colleague, supervisor, HR representative, union official, or an external support service for advice and emotional support.
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Report the bullying: Follow your workplace's internal bullying and harassment policy to formally report the incidents to management or HR.
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Consider external options: If internal processes fail or are inappropriate, consider reporting to Safe Work Australia or your state/territory work health and safety regulator.
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