We Understand

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The right to work in an environment free from bullying

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Disruptions impacting productivity and team morale

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The need to manage conflict in the workplace

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The challenge of handling difficult conversations

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Importance of documenting workplace policies and procedures

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Costly penalties for

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
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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

Naveen Raghavan

Workplace Relations Consultant Read Bio
Zach Galea

Zach Galea

Human Capital Management Lead And Business Development Manager Read Bio
Saraswathy Varatharajullu

Saraswathy Varatharajullu

Principal Lawyer Read Bio
Marie Cocheril

Marie Cocheril

Senior Commercial Lawyer Read Bio

See what our customers say

"John is a great person to work with. He identified efficiently and effectively revenue and cost leakage and problems within the structure of our business He provided options and pathways through unique methods to rectify and reposition our company’s trajectory with manageable growth using realistic and organic timelines."
Adriano Acquaro

Auslink Working Solutions

"The Workplace Relations Consultant was able to sort out all the questions I had, and now we have a very clear direction of where we are heading with our HR issues."
Martine Poulain

Interior Fitout Association

"Well done to the team for putting this Employer Guide document together whilst dealing with the mayhem that we are all experiencing at present. Please pass on my sincere thanks on behalf of the industry to the whole team for their efforts, well done and much appreciated."
Jason Allen

Director, SKS Technologies

"Thank you for this information and all your hard work in keeping us informed of the most current Workplace information."
Isabelle Smith

WHS/HR Manager of Prime
Electrical & Data Services Pty Ltd

"Thank you so much for all this information. In such a challenging time, it’s so nice to be able to have your helpful advice so I can make the right decisions for our company and our employees."
Angela Sevoir

Accounts, RANS Electrical

"I had a browse through this platform, what a fabulous tool! The dashboard is very simple to navigate and will be a great platform for businesses that don’t already have a robust HR SharePoint or intranet dashboard internally."
Drew Monkhouse

General Manager, Equans


Frequently asked questions

Have questions? We are here to help.

Bullying in the workplace can take many forms, including:

  1. Verbal abuse or insults directed towards a colleague
  2. Intimidation or threatening behaviour
  3. Spreading rumours or gossip about a co-worker
  4. Sabotaging a colleague’s work or projects
  5. Excluding a co-worker from team activities or social events
  6. Undermining a co-worker’s authority or position within the company
  7. Humiliating or belittling a colleague in front of others
  8. Ignoring or dismissing a co-worker’s ideas or input
  9. Excessive monitoring or micro-managing of a colleague’s work
  10. 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.