Workplace Bullying: How to Protect Yourself (Australia)
Workplace Bullying: How to Protect Yourself (Australia)
Being bullied at work can have a significant impact on your health, confidence and career. If you are experiencing workplace bullying in Australia, understanding your rights and taking the right steps early can make a real difference.
In this article, I explain what workplace bullying is, how to recognise it, what your employer’s obligations are, and the practical steps you can take to protect yourself.
You can also watch my video on this topic (above) for practical guidance.
What Is Workplace Bullying?
Workplace bullying occurs when an individual or group repeatedly behaves unreasonably towards a worker, creating a risk to their health and safety.
Bullying can occur in any workplace, regardless of industry or seniority. It may involve a manager, supervisor, colleague, client or customer.
Examples of workplace bullying may include:
Repeated verbal abuse or humiliation
Aggressive or intimidating behaviour
Constant criticism that is not constructive
Excluding someone from meetings or important communications
Setting unrealistic deadlines designed to make someone fail
Spreading rumours or gossip
Deliberately withholding information required to perform a role
Threatening a person’s employment without justification
One difficult interaction or disagreement does not necessarily amount to workplace bullying. Generally, bullying involves repeated unreasonable behaviour rather than a single isolated incident.
What Isn’t Workplace Bullying?
Many employees mistakenly believe any negative feedback from a manager is bullying.
It isn’t.
Australian workplace laws recognise that employers are entitled to undertake reasonable management action carried out in a reasonable manner.
Examples may include:
Performance management
Providing constructive feedback
Managing underperformance
Investigating complaints
Allocating work
Implementing organisational change
Taking disciplinary action where appropriate
The important distinction is how those actions are carried out.
For example, respectfully addressing genuine performance concerns with evidence and support is very different from humiliating an employee, yelling at them, or deliberately setting them up to fail.
Signs You May Be Experiencing Workplace Bullying
Employees often question themselves before recognising a pattern.
You may be experiencing workplace bullying if:
You dread going to work.
Your confidence has significantly declined.
You feel anxious before interacting with a particular manager or colleague.
You are constantly singled out while others are treated differently.
Your workload becomes unreasonable without explanation.
You are repeatedly criticised in front of others.
You begin suffering stress-related physical or psychological symptoms.
Friends or colleagues have noticed changes in your behaviour.
If these behaviours are occurring repeatedly, it is important not to dismiss them as simply “part of the job.”
What Should You Do If You Are Being Bullied?
One of the biggest mistakes employees make is waiting too long before taking action.
While every situation is different, there are several practical steps that can help protect both your wellbeing and your position.
1. Keep Detailed Records
Start documenting incidents as soon as possible.
Record:
Date and time
Location
Exactly what occurred
Who was involved
Any witnesses
How the incident affected you
Any emails or documents relating to the incident
Contemporaneous notes can become valuable evidence if the situation escalates.
2. Keep Copies of Relevant Documents
Where appropriate, retain copies of:
Emails
Meeting invitations
Performance documents
Written directions
Organisational policies
Investigation correspondence
These documents often provide important context.
3. Remain Professional
When people feel attacked, it is natural to become emotional or defensive.
However, responding aggressively can sometimes shift attention away from the bullying itself.
Remain courteous, factual and professional in your communications wherever possible.
4. Understand Your Employer’s Policies
Most employers have policies dealing with:
Workplace bullying
Respectful behaviour
Grievances
Code of conduct
Workplace investigations
Understanding these policies helps you know what process your employer should follow.
5. Consider Raising the Issue Internally
Depending on the circumstances, this may involve:
Speaking with your manager, if appropriate
Contacting Human Resources
Lodging a formal complaint
Using an internal grievance process
Whether this is appropriate depends entirely on the circumstances of your workplace.
Can it be Your Manager That is the Actual Bully?
Yes.
Many workplace bullying complaints involve direct managers.
Power imbalance often makes these situations particularly difficult because employees may fear:
Losing their job
Damaging their career
Being labelled a troublemaker
Receiving poor performance reviews
Retaliation
This is why obtaining advice early can be extremely valuable before taking formal action. Formal action can also include making an application to the Fair Work Commission for a Stop Bullying Order.
What Are Your Employer’s Responsibilities?
Australian employers have legal obligations to provide a workplace that is, so far as is reasonably practicable, safe from psychosocial hazards, including workplace bullying.
Employers should:
Respond appropriately to complaints
Investigate allegations where necessary
Take reasonable steps to prevent bullying
Ensure managers understand acceptable workplace behaviour
Address inappropriate conduct promptly
Ignoring repeated bullying complaints can expose an organisation to significant legal and reputational risk.
What If You Are Being Performance Managed?
One of the most common questions employees ask is:
“I’m being performance managed. Is this bullying?”
Not necessarily.
Legitimate performance management is part of managing a workplace.
However, concerns may arise where performance management involves:
No evidence of poor performance
Impossible expectations
Public humiliation
Constant moving of goalposts
Different standards compared with other employees
Personal attacks rather than objective feedback
Every situation needs to be assessed on its own facts.
Should You Resign?
Many employees reach a point where they feel like resigning.
Before making that decision, it is important to understand the consequences.
Resigning too early may affect:
Potential legal options
Internal complaint processes
Your negotiating position
Future employment references
In some cases, remaining employed while obtaining advice can place you in a stronger position than resigning immediately.
When Should You Seek Advice?
The earlier you obtain advice, the more options you may have.
Many employees only seek assistance after:
They have resigned.
Their employment has been terminated.
An investigation has concluded.
A formal warning has already been issued.
By that stage, opportunities that may have existed earlier can sometimes be more difficult to pursue.
Seeking guidance early may help you better understand your rights, prepare for workplace meetings, respond appropriately to allegations, and make informed decisions about your next steps.
Frequently Asked Questions
Is workplace bullying illegal in Australia?
Workplace bullying can give rise to a range of legal issues depending on the circumstances. There are several potential avenues available under Australian workplace laws, although the appropriate option will depend on the facts of each case.
Can my manager be the actual bully?
Yes. Many workplace bullying complaints involve managers or supervisors. The key issue is whether there is repeated unreasonable behaviour creating a risk to health and safety.
What evidence should I keep?
Maintain detailed notes of incidents, retain relevant emails and documents, and keep a record of any witnesses or conversations. Good documentation is often critical.
Should I make a formal complaint?
Every situation is different. Before lodging a formal complaint, it is often worthwhile understanding your employer’s processes and considering the possible outcomes.
Final Thoughts
Experiencing workplace bullying can be incredibly stressful, but you do not have to navigate it alone.
Taking practical steps early, including documenting incidents, understanding your rights, remaining professional, and seeking guidance before making major decisions, can significantly improve your ability to protect both your wellbeing and your employment.
The Fair Work Coach aims to level the playing field for Australian workers.
If you are dealing with workplace bullying, a workplace investigation, performance management, a show cause process, or concerns about your employment, getting practical guidance early can help you understand your options and prepare your next steps.
Need Help With Bullying in the Workplace?
The Fair Work Coach helps Australian employees understand their workplace rights and navigate difficult employment situations, including bullying and stop bullying orders, workplace investigations, disciplinary processes, unfair dismissal matters, and general protections disputes.
Book a confidential case conference with the Fair Work Coach here.