"I’ve had the pleasure of working with Catie from Business Solution Hub over the past few months and have been thoroughly impressed by her expertise, creativity, and actionable ideas for our business.
Catie took the time to truly understand our needs, providing thoughtful recommendations that inspired us to take meaningful steps forward. She went above and beyond to ensure we felt supported, even when I couldn’t implement some suggestions due to time constraints, remaining patient, encouraging, and always available to help. Catie’s extensive business experience, coupled with the collective knowledge of the Business Solution Hub team, makes them an invaluable resource for any business seeking growth and innovation."
We Understand
The right to work in an environment free from bullying
Disruptions impacting productivity and team morale
The need to manage conflict in the workplace
The challenge of handling difficult conversations
Importance of documenting workplace policies and procedures
Costly penalties for
non-compliance
Address and prevent bullying behaviours
Employers need to develop and implement practices to eliminate inappropriate workplace behaviour and deal effectively with bullying complaints.
We can equip your organisation with the right tools and advice to ensure you are providing a safe workplace for your employees, such as:
- Conducting risk assessments
- Coaching on how to manage a bullying complaint
- Implementation of policies and preventative measures to eliminate bullying in your workplace
- Employee Assistance Program to support your employees
- Sensitivity training and education services to help identify psychological and physical signs of bullying
- Proactive plan to build a culture of respect
Support to eliminate bullying in your workplace
Our team includes qualified HR, WR and Legal Specialists with extensive experience in managing bullying claims, mentoring on having difficult conversations and assisting with building a culture of respect in the workplace.
Louise Clearwater
HR Consultant Read Bio
Louise Clearwater
HR Consultant
Louise Clearwater is a senior HR professional with 15+ years’ experience across advisory, consultancy and management roles in commercial and NFP sectors. She supports SMBs with expertise in HR policy, employee relations, performance and dispute resolution. Louise holds a BA (First Class Honours in Psychology), a Master of HR Management and is a certified professional member of AHRI.
Dilek B.
Industrial and Workplace Relations Consultant Read Bio
Dilek B.
Industrial and Workplace Relations Consultant
Lynette Day
Workplace Relations Consultant Read Bio
Lynette Day
Workplace Relations Consultant
With a strong foundation in industrial relations and employment law, Lynnette provides specialised guidance on entitlements under the Fair Work Act, relevant Awards, and employment contracts.
She has extensive experience representing parties in workplace disputes, disciplinary processes, and performance management matters before the Fair Work Commission. Her expertise also includes advising on Occupational Health & Safety, professional indemnity and WorkCover matters, offering a comprehensive understanding of workplace obligations, compliance, and risk.
Lynnette is adept at navigating complex employment law matters, including negotiating contracts and advising on mutual separation processes. She offers clear, strategic guidance to support fair and legally compliant outcomes in sensitive employment transitions.
Lynnette holds a Bachelor of Professional Communications, a Master of Social Work, and a Juris Doctor. She has been admitted to legal practice in the Supreme Court of Victoria and takes a pragmatic, collaborative approach to achieving fair, sustainable outcomes.
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Frequently asked questions
Have questions? We are here to help.
Bullying in the workplace can take many forms, including:
- Verbal abuse or insults directed towards a colleague
- Intimidation or threatening behaviour
- Spreading rumours or gossip about a co-worker
- Sabotaging a colleague’s work or projects
- Excluding a co-worker from team activities or social events
- Undermining a co-worker’s authority or position within the company
- Humiliating or belittling a colleague in front of others
- Ignoring or dismissing a co-worker’s ideas or input
- Excessive monitoring or micro-managing of a colleague’s work
- Physical intimidation or aggression towards a co-worker.
To prevent instances of bullying in the workplace and create a positive and respectful workplace culture, it is important to train employees and managers on the company’s anti-bullying policies and procedures.
Our team of specialists can provide formal training for managers to ensure your organisation is meeting positive duty requirements.
It is important to take all claims of bullying seriously and investigate promptly. Ignoring or dismissing claims can lead to legal consequences and a negative impact on workplace morale.
Keep records of all incidents and investigations related to bullying claims. This documentation may be necessary in the event of legal action.
Provide support to the victim(s) of bullying, such as counselling or employee assistance programs. It is important to ensure that they feel supported and valued in the workplace.
Take appropriate disciplinary action against the bully if the claim is substantiated. This may include warnings, reprimands, suspension, or termination.
Our team of HR, WR, and legal specialists can help you manage a bullying claim and provide strategies to reduce the impact a bullying claim may have on the overall workplace.
The penalties for employers who don’t take workplace bullying seriously can vary depending on the severity of the incident and the actions taken by the employer. Some potential consequences may include fines, compensation claims, or legal action from employees or regulatory bodies.
It is important for employers to take workplace bullying seriously. We can provide support to ensure your business has policies and procedures in place to prevent and address bullying and ensure employees feel comfortable and safe when reporting incidents.
In Australia, employers have a legal obligation to provide a safe workplace, which includes preventing and addressing workplace bullying. Failure to do so can result in penalties and legal action.
An example of a serious case of bullying, which prompted a review of workplace bullying laws in Victoria and establishment of Brodie’s Law, is the case of Brodie Panlock.
Brodie was a 19-year-old waitress who was subjected to persistent bullying by her co-workers at a Melbourne cafe. The bullying included verbal abuse, physical assault, and the posting of offensive messages about her on social media. Despite Brodie’s attempts to seek help from her employer, the bullying continued and ultimately led to her suicide in 2006.
The establishment of Brodie’s Law makes serious bullying a criminal offence punishable by up to 10 years in prison.
