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.
Naveen Raghavan
Employment Lawyer Read Bio
Naveen Raghavan
Employment Lawyer
Naveen Raghavan is a qualified non-practising lawyer and a Workplace Relations Advisor. He is passionate about employment law and industrial relations and his calm approach and ability to interpret complex matters allows him to achieve real solutions.
He has an extensive generalist background encompassing the areas of employment, civil, criminal, administrative and construction law. Naveen is also committed to social justice issues, having previously volunteered at the Flemington & Kensington Community Legal Centre, Refugee Legal and the Fitzroy Legal Service.
Mary van Sambeek
Senior HR Consultant Read Bio
Mary van Sambeek
Senior HR Consultant
Mary van Sambeek, an HR Specialist, brings more than two decades of expertise to our team. With a strong background in HR policies and procedures, Mary ensures compliance while integrating best practices and her strategic guidance translates into effective implementation at the operational level.
Skilled in Employee and Industrial Relations, Mary handles negotiations and communication regarding agreements and her involvement in Work Cover investigations highlights her commitment to a safe workplace.
Beyond compliance, Mary aids in workforce and succession planning, identifying skill needs and recommending training. She excels in performance appraisals, addressing grievances objectively, optimising HR and workforce performance.
Marie Cocheril
Senior Commercial Lawyer Read Bio
Marie Cocheril
Senior Commercial Lawyer
Marie is a senior corporate and commercial lawyer. Marie has an LL.B (Hons) and an LL.M (Corporate & Commercial) and is also a graduate of the Australian Institute of Company Directors. Marie has strong leadership experience, having worked closely with CEOs, Boards, and stakeholders to provide legal & compliance advice, corporate governance, strategic development & mitigation of organisational risk advice.
She is a hands-on lawyer with experience in commercial contracts, intellectual property law, procurement, information technology, competition and consumer law, insurance, and privacy (including management of big data).
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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.
