职场霸凌应对 - Workplace Bullying - Complete Australian Action Guide

⚠️ Your Career and Mental Health Matter: Workplace bullying affects 1 in 4 Australian workers and can lead to severe depression, anxiety, and health problems. You have legal rights, practical options, and support available. This behavior is NOT acceptable and you deserve a safe workplace.

🚨 Emergency Support - Available 24/7

Crisis Support (If Bullying Has Led to Mental Health Crisis)

• Emergency (immediate danger to self): 000
• Lifeline: 13 11 14 (24-hour crisis support)
• Beyond Blue: 1300 224 636 (depression and anxiety)
• Suicide Call Back Service: 1300 659 467

Workplace Bullying Specific Help

• Fair Work Commission: 1300 799 675 (bullying applications)
• Safe Work Australia Helpline: 1800 642 086
• Work Health & Safety: State-based numbers below
• Employee Assistance Programs: Check with your employer

Legal and Advisory Support

• Legal Aid: 1300 650 143
• Community Legal Centres: communitylegalcentres.net.au
• WorkCover/Workers’ Compensation: State-based services

Understanding Workplace Bullying in Australia

Australian Statistics - The Hidden Epidemic

• 1 in 4 workers experience workplace bullying
• 2,280 workers’ compensation claims annually for workplace harassment
• Women 66%, Men 34% of bullying victims
• $36 billion annual cost to Australian economy
• Depression and anxiety in 70% of bullying victims
• 1 in 3 cases involve senior management as perpetrators

What Legally Constitutes Workplace Bullying

According to Fair Work Act 2009: Workplace bullying occurs when:

• A person or group of people repeatedly and unreasonably
• Behaves in a way that creates a risk to health and safety
• The behavior is directed towards a worker or workers
• At their place of work

Key Legal Elements:

• Repeated: Pattern of behavior, not isolated incidents
• Unreasonable: Behavior a reasonable person would consider inappropriate
• Risk to health and safety: Physical or psychological harm
• At work: During work hours or work-related activities

Types of Workplace Bullying

1. Verbal Bullying (Most Common - 89%)

• Shouting, swearing, or using offensive language
• Name-calling, put-downs, or humiliating comments
• Constant criticism of work or personal attributes
• Threatening language or intimidation
• Spreading rumors or malicious gossip

2. Social/Relational Bullying (73%)

• Deliberately excluding from meetings or work activities
• Ignoring or giving the “silent treatment”
• Sabotaging work relationships
• Isolating from team activities or communications
• Undermining professional reputation

3. Psychological Bullying (68%)

• Setting unrealistic deadlines or impossible tasks
• Constantly changing work requirements
• Withholding necessary information or resources
• Monitoring excessively or micromanaging
• Taking credit for others’ work

4. Physical Bullying (15%)

• Pushing, shoving, or any unwanted physical contact
• Throwing objects or aggressive gestures
• Damaging personal property or workspace
• Invading personal space in threatening manner

5. Cyberbullying/Digital Harassment (35%)

• Abusive emails, texts, or instant messages
• Humiliating content on social media or work platforms
• Sharing embarrassing photos or information
• Excluding from digital communications
• Online harassment during or outside work hours

Who Are the Perpetrators?

• 43% Immediate supervisors or managers
• 23% Senior management
• 18% Coworkers at same level
• 12% Subordinates (upward bullying)
• 4% Customers or clients

📊 Recognizing Workplace Bullying

Early Warning Signs

Behavioral Changes in Perpetrator:

• Sudden change in attitude towards you
• Excluding you from meetings you should attend
• Not responding to emails or requests
• Speaking to you differently than others
• Giving you meaningless or impossible tasks
• Constant criticism despite good performance
• Taking credit for your work or ideas

Your Physical and Emotional Responses:

• Dreading going to work each day
• Anxiety, depression, or mood changes
• Sleep problems or nightmares about work
• Physical symptoms: headaches, stomach problems
• Loss of confidence or self-esteem
• Feeling isolated or paranoid at work
• Difficulty concentrating or making decisions

Workplace Bullying Assessment Scale

Rate how often these behaviors occur (0=Never, 3=Daily):

Scoring:

• 0-5: Minimal workplace conflict
• 6-15: Moderate bullying behaviors present
• 16-25: Significant bullying situation
• 26-30: Severe workplace bullying requiring immediate action

⚖️ Your Legal Rights in Australia

Fair Work Commission Anti-Bullying Laws

Worker Rights Under Fair Work Act:

• Right to safe workplace: Employers must provide psychologically safe environment
• Right to make complaints: Without fear of victimization or retaliation
• Right to representation: Union representative or lawyer in proceedings
• Right to reasonable adjustments: To protect from ongoing bullying
• Right to workers’ compensation: For psychological injuries from workplace bullying

What Fair Work Commission Can Order

If Bullying is Proven, FWC Can Order:

• Behavioral training for the perpetrator
• Policy development or changes to workplace procedures
• Supervision arrangements or reporting structures
• Transfer of either party to different role/location
• Counseling or mediation services
• Communication protocols between parties
• Regular monitoring of workplace behavior

What FWC CANNOT Do:

• Award financial compensation (that’s through courts)
• Order dismissal of the bully
• Make findings of breach of law
• Deal with performance management or disciplinary actions

Workers’ Compensation for Psychological Injury

You May Be Entitled to Compensation for:

• Medical expenses: Psychology, psychiatry, counseling
• Lost wages: While unable to work
• Rehabilitation costs: Return to work programs
• Permanent impairment: Long-term psychological damage

Requirements for Successful Claim:

• Medical evidence of psychological injury
• Evidence linking injury to workplace bullying
• Documentation of attempts to resolve bullying
• Usually must be employment of 6+ months

Time Limits:

• 6 months from when you knew or should have known injury was work-related
• 3 years maximum from date of injury
• Varies by state - don’t delay in seeking advice

📝 Documentation Strategy - Building Your Case

The SHED Method for Recording Incidents

S - Specific Details

• Date and time: Exact when incident occurred
• Location: Where it happened
• Duration: How long the incident lasted
• People present: Witnesses, participants

H - How It Happened

• Exact words used: Quote verbatim if possible
• Actions taken: What perpetrator did/said
• Context: What led up to the incident
• Your response: How you reacted

E - Evidence

• Physical evidence: Emails, text messages, documents
• Witness statements: Who saw or heard what happened
• Photos: If physical damage or workspace changes
• Medical records: If seeking treatment

D - Damage/Impact

• Immediate effects: How you felt right after
• Ongoing impact: Effects on work, health, family
• Work performance: Changes in your productivity
• Medical impact: Physical or psychological symptoms

Documentation Template

INCIDENT REPORT #___
Date: ___/___/2025   Time: ___:___
Location: _________________________
Perpetrator(s): ___________________
Witnesses: _______________________

WHAT HAPPENED:
[Detailed description of incident]

EXACT WORDS/ACTIONS:
[Quote exactly what was said/done]

MY RESPONSE:
[How you responded in the moment]

IMPACT ON ME:
[Physical/emotional effects]

EVIDENCE ATTACHED:
□ Email/text screenshots
□ Witness statements  
□ Medical certificates
□ Photos
□ Other: ____________

FOLLOW-UP ACTIONS:
□ Reported to supervisor
□ Reported to HR
□ Sought medical attention
□ Union contact
□ Other: ____________

Digital Evidence Management

Email and Electronic Communications:

• Forward to personal email: Keep copies outside work system
• Screenshot everything: In case messages are deleted
• Print hard copies: Digital evidence can be altered
• Backup regularly: Multiple locations and formats

Creating Strong Digital Evidence:

• Don’t edit or alter: Original timestamps and metadata important
• Chain of custody: Track who has handled evidence
• Witness verification: Have others view original documents
• Professional storage: Consider legal document storage services

🏢 Workplace Response Strategies

Step 1: Direct Communication (If Safe)

When Direct Approach Might Work:

• First-time or isolated incident
• Bully may be unaware of impact
• You feel physically and emotionally safe
• No power imbalance (peer-to-peer)

Script for Direct Conversation: “[Name], when you [specific behavior], it makes me feel [impact]. I need you to [specific change in behavior]. Can we work together to resolve this?”

Example: “Sarah, when you interrupt me in meetings and dismiss my ideas, it undermines my professional credibility. I need you to let me finish my points and respond respectfully to my contributions. Can we agree on this?”

Safety First Rule: NEVER attempt direct communication if:

• There’s any threat of physical violence
• Bully has demonstrated escalation when challenged
• Significant power imbalance (boss, senior manager)
• Previous attempts have made situation worse

Step 2: Internal Reporting Systems

Reporting Hierarchy (Try in Order):

1. Immediate Supervisor (If they’re not the bully)

• When: Bullying by coworker or subordinate
• How: Formal written complaint with documentation
• Timeline: Give 2-4 weeks for investigation and action
• Follow-up: Weekly check-ins on progress

2. Human Resources Department

• When: Supervisor is bully or hasn’t acted on complaint
• Bring: All documentation, witnesses, proposed solutions
• Request: Formal investigation under company policy
• Timeline: Most companies have 30-day investigation period

3. Senior Management

• When: HR hasn’t acted or is complicit
• How: Formal letter to CEO or board of directors
• Content: Summary of bullying, failed internal processes, impact
• Copy: Union representative, external lawyer

Step 3: External Reporting Options

Fair Work Commission Application

• Cost: Free to lodge application
• Timeline: Must apply within 90 days of last incident
• Process: Conciliation first, then formal hearing if needed
• Outcome: Orders to stop bullying, but no compensation

Workers’ Compensation Claim

• When: Bullying has caused psychological injury
• Requirements: Medical evidence, work connection
• Process: Through state-based workers’ compensation authority
• Benefits: Medical costs, wage replacement, rehabilitation

Work Health and Safety Report

• To: State WHS regulator (WorkSafe, SafeWork, etc.)
• When: Employer fails to provide safe workplace
• Investigation: Independent review of workplace practices
• Penalties: Fines and improvement notices for employer

🧠 Protecting Your Mental Health

Immediate Psychological First Aid

During/After Bullying Incident:

• Breathe slowly: 4 counts in, 6 counts out
• Ground yourself: Name 5 things you can see, 4 you can hear, 3 you can touch
• Safe space: Find quiet place to decompress
• Support person: Call trusted friend, family member, or counselor
• Document: Write down what happened while fresh

Daily Mental Health Maintenance:

• Meditation/mindfulness: 10 minutes daily to reduce stress
• Exercise: Physical activity helps process stress hormones
• Sleep hygiene: Bullying often disrupts sleep patterns
• Nutrition: Stress depletes nutrients, eat regularly
• Boundaries: Don’t check work emails after hours

Professional Mental Health Support

Through Your GP:

• Mental Health Care Plan: 20 subsidized psychology sessions per year
• Referral to psychiatrist: If medication needed for anxiety/depression
• Medical certificates: For time off work due to bullying stress
• Workers’ compensation: Medical evidence for psychological injury claims

Employee Assistance Programs (EAP):

• Free counseling: Usually 3-6 sessions through employer
• Confidential service: Separate from HR and management
• 24/7 access: Phone counseling available anytime
• Family support: Often extends to family members

Specialized Services:

• Workplace trauma specialists: Psychologists experienced in bullying
• Union counseling services: Free counseling through trade unions
• Workplace Rights Legal Centres: Combined legal and counseling support

Building Resilience Strategies

Cognitive Strategies:

• Reality testing: “Is this really about my performance or their behavior?”
• Perspective taking: “How would I advise a friend in this situation?”
• Future focus: “This situation is temporary, what’s my long-term goal?”
• Strengths recognition: Keep list of your professional accomplishments

Behavioral Strategies:

• Professional boundaries: Don’t socialize with workplace bullies
• Documentation routine: Set aside time each day for record-keeping
• Self-advocacy practice: Role-play assertive responses
• Career development: Continue building skills despite toxic environment

Social Strategies:

• Workplace allies: Identify supportive coworkers
• External support: Maintain friendships outside work
• Professional networks: Industry associations, LinkedIn groups
• Union membership: Collective support and representation

💼 Practical Workplace Survival Strategies

Daily Tactical Approaches

Communication Strategies:

• Email everything: Confirm verbal conversations in writing
• CC witnesses: Include supportive colleagues in important communications
• Professional tone: Never respond emotionally, even when provoked
• Time stamps: Keep records of when requests were made and fulfilled

Example Email: “Hi [Bully’s name], Following our conversation this morning, I want to confirm that you’ve asked me to [task] by [date]. I’ll need [resources] to complete this effectively. Please let me know if I’ve misunderstood anything. Best regards, [Your name]”

Meeting Strategies:

• Bring witness: Trusted colleague to observe interactions
• Take notes: Written record of what’s discussed and decided
• Follow up in writing: Email summary after every meeting
• Record if legal: Check state laws about recording conversations

Workspace Protection:

• Secure belongings: Lock desk drawers, password protect computer
• Backup work: Save important files in multiple locations
• Professional appearance: Maintain high standards despite stress
• Arrive early: Establish positive presence before bully arrives

Performance Protection Strategies

Exceeding Expectations:

• Document achievements: Keep detailed record of successes
• Seek feedback: Get positive performance reviews in writing
• Professional development: Continue learning despite obstacles
• Client testimonials: Collect positive feedback from customers/clients

Creating Paper Trails:

• Request clarification: “Can you put that in writing so I understand correctly?”
• Confirm deadlines: “Just to confirm, you need this by [date and time]?”
• Report barriers: “I’m unable to complete X because I don’t have access to Y”
• Copy supervisors: Include higher management in important communications

Exit Strategy Planning

Internal Transfer Options:

• Different department: Request transfer within same company
• Different location: If company has multiple offices
• Different shift: Change hours to avoid bully
• Project assignment: Temporary move to special projects

External Job Search:

• Networking first: Use professional contacts for opportunities
• Skills assessment: Identify transferable abilities
• Interview preparation: Practice explaining reason for leaving
• Reference strategy: Identify supportive colleagues for recommendations

Financial Preparation:

• Emergency fund: Save 3-6 months expenses if possible
• Expense reduction: Cut non-essential spending while job searching
• Income protection: Consider insurance for lost wages
• Legal fund: Set aside money for potential legal costs

👥 Building Your Support Network

Professional Support Team

Legal Support:

• Employment lawyer: Specialist in workplace bullying cases
• Union representative: If you’re union member
• Community legal centre: Free legal advice
• Fair Work advocate: Specialist in FWC applications

Medical Support:

• GP: Primary care and Mental Health Care Plans
• Psychologist: Trauma-informed therapy
• Psychiatrist: If medication needed
• Occupational physician: Work capacity assessments

Personal Support Network

Inner Circle (Daily Support):

• Trusted family member: Someone who will listen without judgment
• Close friend: Outside work for perspective
• Mentor or adviser: Professional guidance
• Counselor/therapist: Professional emotional support

Extended Support:

• Supportive colleagues: Workplace allies and witnesses
• Professional networks: Industry contacts and opportunities
• Online communities: Forums for bullying survivors
• Support groups: Local or online peer support

Union and Collective Support

Union Benefits for Bullying Cases:

• Industrial advocacy: Representing you in workplace disputes
• Legal support: Funded legal representation
• Collective bargaining: Improving workplace policies
• Peer support: Networks of other members who’ve experienced bullying

How to Get Union Support:

• Join if not member: May need waiting period for representation
• Document everything: Unions need evidence to build cases
• Follow procedures: Work within union processes
• Be patient: Collective action takes time but can be effective

⚖️ Legal Action Options

Civil Court Action

When to Consider Suing:

• Severe psychological injury: Diagnosed mental health condition
• Employer negligence: Failed to provide safe workplace
• Discrimination element: Bullying based on protected characteristics
• Significant damages: Medical costs, lost income, career damage

Types of Claims:

• Personal injury: For psychological injury caused by bullying
• Negligence: Employer’s failure to prevent foreseeable harm
• Discrimination: If bullying targeted protected characteristics
• Breach of contract: If employer failed contractual obligations

Evidence You’ll Need:

• Medical reports: Psychological injury diagnosis and prognosis
• Financial evidence: Lost wages, medical costs, career impact
• Incident documentation: Detailed records of bullying behavior
• Witness statements: Corroboration from colleagues
• Employer response: Records of complaints and company actions

Discrimination Claims

Human Rights Commissions (State-Based):

• Protected characteristics: Age, gender, race, disability, sexual orientation
• Bullying + discrimination: More serious than bullying alone
• Conciliation first: Attempt to resolve before formal hearing
• Compensation possible: Financial awards for damages

Federal Discrimination Claims:

• Australian Human Rights Commission: For federal discrimination matters
• Age Discrimination Act: If bullying targets older workers
• Disability Discrimination Act: If bullying relates to disability
• Sex Discrimination Act: Gender-based bullying and harassment

Criminal Law Options

When Bullying Becomes Criminal:

• Assault: Physical contact or threat of physical contact
• Stalking: Following, watching, contacting persistently
• Harassment: Repeated unwanted contact causing fear
• Property damage: Deliberately damaging personal belongings
• Cyberstalking: Online harassment and threats

How to Report to Police:

• Gather evidence: Screenshots, witnesses, medical reports
• Police report: Make formal statement about criminal behavior
• Court support: Victim services can help through court process
• Protection orders: Court orders to prevent further contact

🌟 Recovery and Moving Forward

Stages of Recovery from Workplace Bullying

Stage 1: Recognition and Shock (Weeks 1-4)

• Realizing the behavior is bullying, not normal workplace conflict
• Emotional responses: disbelief, anger, confusion
• Physical responses: sleep problems, anxiety, stress symptoms
• Focus: Document incidents, seek initial support

Stage 2: Action and Advocacy (Months 1-6)

• Making formal complaints and seeking help
• Engaging legal and professional support
• Building evidence and fighting for change
• Focus: Protect yourself legally and emotionally

Stage 3: Resolution and Decision (Months 6-12)

• Workplace situation resolved or decision to leave made
• Legal processes concluded or ongoing
• New job secured or workplace changes implemented
• Focus: Implement solutions and plan next steps

Stage 4: Recovery and Growth (Year 1+)

• Processing trauma and building resilience
• Career rebuilding and professional development
• Using experience to help others
• Focus: Healing and preventing future victimization

Career Recovery Strategies

Rebuilding Professional Confidence:

• Skills inventory: List all your professional strengths
• Achievement portfolio: Collect evidence of past successes
• Professional development: Take courses, attend conferences
• Networking: Rebuild professional relationships
• Mentoring: Find mentor in your industry or career stage

Job Interview Strategies:

• Positive framing: Focus on seeking new challenges, not escaping bullying
• Brief explanation: “I’m looking for a role where I can contribute more effectively”
• Evidence of resilience: How you’ve grown from difficult experiences
• Research company culture: Ask about workplace values and support

Preventing Future Workplace Bullying

Red Flags in Job Interviews:

• High staff turnover rates
• Vague answers about company culture
• Managers who speak negatively about former employees
• No clear policies about workplace behavior
• Emphasis on “thick skin” or “tough environment”

Questions to Ask Potential Employers:

• “How does the company handle conflicts between employees?”
• “What support systems are in place for employee wellbeing?”
• “Can you describe the management style and team dynamics?”
• “What’s the company’s approach to professional development?”
• “How are performance issues typically addressed?”

📞 Complete Resource Directory

Crisis and Mental Health Support

• Emergency (life-threatening): 000
• Lifeline (24/7 crisis support): 13 11 14
• Beyond Blue: 1300 224 636
• Suicide Call Back Service: 1300 659 467

Workplace Bullying Specific

• Fair Work Commission: 1300 799 675
• Safe Work Australia: 1800 642 086
• WorkCover/Workers’ Compensation: State-based numbers below

Legal Support

• Legal Aid: 1300 650 143
• Community Legal Centres: communitylegalcentres.net.au
• Employment Law Centre: State-based services
• Fair Work Ombudsman: 13 13 94

State-Based Work Health & Safety

New South Wales:

• SafeWork NSW: 13 10 50
• Workers’ Compensation: icare.nsw.gov.au

Victoria:

• WorkSafe Victoria: 1800 136 089
• Workers’ Compensation: worksafe.vic.gov.au

Queensland:

• Workplace Health and Safety Queensland: 1300 362 128
• WorkCover Queensland: 1300 362 128

Western Australia:

• WorkSafe WA: 1300 307 877
• Workers’ Compensation: workcover.wa.gov.au

South Australia:

• SafeWork SA: 1300 365 255
• ReturnToWork SA: 13 18 55

Tasmania:

• WorkSafe Tasmania: 1300 165 962

Union Support

• Australian Council of Trade Unions (ACTU): actu.org.au
• Union finder: australianunions.org.au
• State Trades & Labor Councils: State-based union support

Human Rights Commissions

• Australian Human Rights Commission: humanrights.gov.au
• NSW Anti-Discrimination Board: antidiscrimination.nsw.gov.au
• Victorian Equal Opportunity & Human Rights Commission: humanrights.vic.gov.au
• Queensland Human Rights Commission: qhrc.qld.gov.au
• Equal Opportunity Commission WA: eoc.wa.gov.au
• Equal Opportunity Commission SA: oeq.sa.gov.au
• Anti-Discrimination Commissioner TAS: equalopportunity.tas.gov.au

💡 Frequently Asked Questions

Q: How do I know if it’s bullying or just tough management?

A: Tough management focuses on work performance and is consistent across all employees. Bullying is personal, targeting, humiliating, and creates fear. Good managers provide constructive feedback; bullies attack the person, not just the work.

Q: Can I be fired for making a bullying complaint?

A: No, it’s illegal to dismiss someone for making a genuine workplace bullying complaint. This is called “victimization” and you have additional legal protections. Document any retaliation immediately.

Q: Should I try to resolve it informally first?

A: Only if you feel safe and the bully isn’t in a position of power over you. If there’s any threat of escalation or retaliation, go straight to formal complaint processes. Trust your instincts about safety.

Q: How long do Fair Work Commission applications take?

A: Initial conciliation usually occurs within 3-4 weeks. If unresolved, formal hearings can take 3-6 months. The process is designed to be faster than court action.

Q: Can I record conversations with my workplace bully?

A: Laws vary by state. In some states, you need consent from all parties; in others, just one party (you) needs to know. Check local laws and consider whether covert recording might escalate the situation.

Q: What if the bully is my boss or senior manager?

A: This is common and more serious. Go directly to HR, senior management, or external agencies. Don’t try to handle it alone. Consider union representation or legal advice early.

🌟 Success Stories from Australian Workers

Jessica’s Victory - Melbourne Office Worker

“My supervisor was constantly belittling me in team meetings, giving me impossible deadlines, and taking credit for my work. I documented everything for 3 months, made a formal complaint to HR, and when that failed, applied to Fair Work Commission. The conciliation process resulted in my supervisor receiving training, a formal apology, and changes to my reporting structure. I kept my job and my dignity.”

Mark’s Recovery - Brisbane Construction Worker

“The bullying in our workplace was brutal - constant verbal abuse, exclusion from safety meetings, and dangerous work assignments. Through my union, we made a group complaint to WorkSafe Queensland. The investigation found serious safety violations and the company was fined $50,000. Three bullying supervisors were dismissed and workplace culture completely changed.”

Sarah’s New Start - Perth Healthcare Worker

“After 18 months of systematic bullying by a senior nurse, I developed anxiety and depression. I made a workers’ compensation claim, got counseling through EAP, and eventually transferred to a different hospital. The compensation covered my medical costs and lost wages during treatment. Now I help train new staff about workplace bullying prevention.”

📋 Your Action Plan Against Workplace Bullying

Week 1-2: Recognition and Documentation

• Complete workplace bullying assessment scale
• Start detailed incident documentation using SHED method
• Take screenshots of any electronic evidence
• Identify potential witnesses to bullying behavior
• Begin self-care routine for stress management

Week 3-4: Seek Support and Advice

• Contact Employee Assistance Program for counseling
• Speak with trusted colleague or mentor about situation
• Research company’s bullying and harassment policy
• Consider joining union if not already member
• Book appointment with GP if health impacts emerging

Month 2: Formal Action Planning

• Decide on direct approach vs. formal complaint based on safety
• Prepare formal written complaint with all documentation
• Identify your preferred resolution outcomes
• Consult with employment lawyer or union representative
• Apply for Mental Health Care Plan if psychological impacts present

Month 3: Implementation and Follow-up

• Lodge formal complaint through appropriate channels
• Continue detailed documentation throughout process
• Engage legal representation if company response inadequate
• Consider Fair Work Commission application if eligible
• Begin job search if workplace resolution unlikely

Ongoing: Recovery and Prevention

• Continue mental health support throughout and after resolution
• Rebuild professional confidence and career development
• Share experience to help prevent others’ victimization
• Stay informed about workplace rights and protections
• Maintain support network for ongoing resilience

Remember: Workplace bullying is never acceptable. You deserve dignity, respect, and safety at work. Your mental health and career are valuable - don’t let bullies destroy either.

You are not weak for being targeted. You are not overreacting. You have rights, options, and people who will support you.

Taking action against bullying is difficult but necessary. Every person who stands up makes workplaces safer for everyone.

You have the strength to get through this. Many others have faced similar challenges and emerged stronger. You can too.

Last Updated: Aug 2025 | Sources: Fair Work Commission, Safe Work Australia, Beyond Blue, Australian Human Rights Commission

This guide provides general information and should not be considered legal advice. For advice specific to your situation, consult an employment lawyer or relevant authorities. If you’re experiencing thoughts of self-harm due to workplace bullying, please call 000 or Lifeline on 13 11 14 immediately.