Workplace Bullying: Are You Doing Enough?
Is your workplace truly safe or just compliant?
Imagine this: An employee dreads coming to work every day because they feel targeted by a colleague. Their ideas are dismissed in meetings, they are excluded from team discussions, and a steady stream of sarcastic comments are thrown their way. They are stressed, anxious and unsure of who to speak to.
Now ask yourself:
- Would your workplace recognise this as a problem?
- Would your employees feel safe enough to report it?
- Why should this concern you as a leader or HR professional?
A safe and productive workplace is not just about meeting compliance requirements, it is about fostering a culture where employees feel valued, protected and supported.
Addressing these behaviours is not just the right thing to do, it is essential for a thriving organisation. This is because workplace bullying, harassment and discrimination contribute to poor business performance by decreasing productivity and increasing turnover.
As a Queensland University study found, the economic cost of workplace bullying to businesses has been estimated at between $17 billion and $36 billion per annum.
Take a look at the definition of harmful behaviours such as workplace bullying, discrimination and sexual harassment, at your legal obligations as a company and the steps you can take to create a happier, more trusting culture at your workplace.
What is Workplace Bullying?
Workplace bullying occurs when an individual or group engages in repeated unreasonable behaviour towards a worker that creates a risk to health and safety. This may include verbal abuse, exclusion, intimidation, or setting up an employee for failure.
It’s worth noting that reasonable management action carried out in a fair and lawful manner, such as performance reviews or disciplinary actions, is not considered bullying under the law.
Examples of workplace bullying include:
Constant verbal abuse or public humiliation
Being deliberately excluded from workplace activities
Unfair workloads or expectations designed to set someone up for failure
Intimidation or micromanagement that causes undue stress
Bullying is not just about personal conflicts, it’s a serious workplace risk that employers are legally required to prevent.
Respect at Work training for managers and employees is the first step to ensure people understand what workplace bullying is and are able to prevent and report it. This only needs to take half a day, and can make a big difference to your workplace.
What is Workplace Discrimination?
Discrimination occurs when someone is treated unfairly based on a protected characteristic, such as:
Race
Gender
Age
Disability
Sexual orientation
Religion
Discrimination can be direct (e.g., denying a promotion due to gender) or indirect (e.g., policies that disadvantage certain groups). A single act may be unlawful if it meets the threshold for discrimination under Australian law.
For example, if an employer denies a reasonable workplace adjustment for an employee with a disability, this could be unlawful discrimination.
What is Sexual Harassment?
Sexual harassment is unwelcome conduct of a sexual nature that makes a person feel offended, humiliated, or intimidated.
It can include:
Unwanted sexual advances or requests
Inappropriate comments about appearance
Sharing sexually explicit jokes or images
Unwanted physical contact
Unlike bullying, a single incident of sexual harassment can be unlawful.
Employer Responsibility:
Employers are legally required to take proactive steps to prevent sexual harassment in the workplace under the Sex Discrimination Act 1984 (Cth). This means businesses must have clear policies, reporting systems and training in place to address workplace sexual harassment before it occurs.
To add to this, under the Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025, employers have a duty to take reasonable and proportionate measures to eliminate sexual harassment at work.
When Harmful Workplace Behaviour Does Not Meet the Legal Definition
Not all negative workplace behaviours meet the legal definitions of bullying, harassment or discrimination, but that does not mean they should be ignored.
A strong workplace code of conduct should go beyond legal definitions and address harmful behaviours like:
Gossip and exclusion, which create a toxic work environment
Dismissing or belittling colleagues’ contributions in meetings
Passive-aggressive behaviour that undermines team trust
While these actions may not always be unlawful, they damage workplace morale and increase psychosocial risks. By setting clear expectations for workplace behaviour, businesses can create a respectful and psychologically safe work environment.
Training managers and leaders to understand their duty of care and leadership safety requirements is a positive step to clarify what counts as harmful behaviours at work, so they can set the tone for a positive culture and ensure they are approachable if an issue needs to be addressed.
Legal Responsibilities for Employers
All Australian employers have a legal duty of care to provide a safe work environment.
This means:
Preventing risks to employee health and safety, including psychosocial hazards like bullying and harassment
Taking proactive steps to eliminate or minimise risks where possible
Providing clear policies, training, and reporting systems to support employees
Employers who fail to act can face legal consequences, but it’s not all about staying legally compliant; if your workplace has an issue with harmful behaviours, you risk losing great employees and not being seen as a great place to work.
How to Prevent Workplace Bullying, Harassment, and Discrimination
There is no quick fix for a toxic workplace, but taking proactive measures can prevent harm before it starts. Here are five key actions every business should take:
1. Set Clear Policies
Define workplace bullying, harassment, and discrimination in written policies
Communicate expected behaviours and the consequences of misconduct
2. Train Employees and Leaders
Provide regular training on recognising and addressing harmful behaviours
Teach de-escalation techniques and active bystander skills
Use microlearning to reinforce key messages throughout the year
3. Create a Respectful Culture
Encourage inclusivity, open conversations, and diverse perspectives
Ensure leaders model respectful behaviour and take action when needed
4. Provide Safe Reporting Options
Offer confidential ways for employees to report concerns without fear of retaliation
Use anonymous feedback tools for sensitive workplace issues
5. Monitor and Improve
Survey employees regularly to measure workplace culture and identify problem areas
Use feedback to update policies, improve training, and prevent recurring issues
The Bigger Picture: Why It Matters
Preventing workplace bullying, harassment, and discrimination is not just about avoiding legal trouble. It’s about building a workplace where people feel safe, respected, and motivated to do their best work.
Businesses that prioritise prevention and the creation of a positive workplace culture benefit from:
Happier, more engaged employees who feel valued
Stronger teamwork and communication
Lower turnover and absenteeism, reducing hiring costs
A strong workplace reputation, making it easier to attract top talent
Creating a safe and respectful workplace is everyone’s responsibility, but it starts with leadership setting the tone. By taking proactive steps today, businesses can build a culture of respect and accountability that benefits everyone.
Take Action Today
The best workplaces actively prevent harm because they care about their people and want to create an environment that facilitates productivity and positive outcomes for all stakeholders.
Ask yourself: Are we doing enough?
If your organisation needs expert guidance on workplace culture, bullying prevention, or compliance training, get in touch today.
Explore our training programs
Book a consultation to assess your risk areas and plan in person or online training
Not sure where to start? Contact Trust Culture today and let’s start a conversation.