Workplace Bullying - Complete Action Guide for Australia

⚠️ Your professional and psychological wellbeing matter: Workplace bullying affects one in four Australian workers and can lead to serious depression, anxiety, and health problems. You have legal rights, practical options, and available support. This behavior is unacceptable, 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 yourself): 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 and Safety: State numbers listed below
• Employee Assistance Program: Check with employer

Legal and Advisory Support

• Legal Aid: 1300 650 143
• Community Legal Centres: communitylegalcentres.net.au
• WorkCover/Workers’ Compensation: State services
• Union Assistance: Contact your industry union

Understanding Workplace Bullying in Australia

Australian Statistics - The Hidden Epidemic

• One in four workers experience workplace bullying
• 2,280 workers’ compensation claims annually for workplace harassment
• 66% women, 34% men are bullying victims
• $36 billion annual cost to Australian economy
• Depression and anxiety in 70% of bullying victims
• One-third of cases involve senior management as perpetrators

Legal Definition of Workplace Bullying

Under the Fair Work Act 2009: Workplace bullying occurs when:

• A person or group of people repeatedly and unreasonably
• Behave in a way that creates a health and safety risk
• The behavior is directed toward a worker or group of workers
• At their workplace

Key Legal Elements:

• Repeated: Pattern of behavior, not isolated incident
• Unreasonable: Behavior a reasonable person would consider inappropriate
• Health and Safety Risk: Physical or psychological harm
• At Work: During work hours or work-related activities

Types of Workplace Bullying

1. Verbal Bullying (Most Common - 89%)

• Yelling, swearing, or using offensive language
• Insulting, belittling, or humiliating comments
• Constant criticism of work or personal characteristics
• Threatening language or intimidation
• Spreading rumors or malicious gossip

2. Social/Relational Bullying (73%)

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

3. Psychological Bullying (68%)

• Setting unrealistic deadlines or impossible tasks
• Constantly changing work requirements
• Withholding necessary information or resources
• Excessive monitoring or micromanagement
• Taking credit for others’ work

4. Physical Bullying (15%)

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

5. Cyber Bullying/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% Direct supervisor or manager
• 23% Senior management
• 18% Peer colleagues
• 12% Subordinates (upward bullying)
• 4% Clients or customers

📊 Identifying Workplace Bullying

Early Warning Signs

Perpetrator Behavior Changes:

• Sudden change in attitude toward you
• Excluding you from meetings you should attend
• Not responding to emails or requests
• Speaking differently to you 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 frequency of these behaviors (0=Never, 3=Daily):

Scoring:

• 0-5: Minimal workplace conflict
• 6-15: Moderate bullying behaviors present
• 16-25: Serious 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 complain: Without fear of retaliation or victimization
• Right to representation: Union representative or lawyer in procedures
• Right to reasonable adjustments: Protection from continued bullying
• Right to workers’ compensation: For psychological injury from workplace bullying

What Fair Work Commission Can Order

If bullying is substantiated, FWC can order:

• Behavior training for perpetrators
• Policy development or workplace procedure changes
• Supervision arrangements or reporting structure changes
• 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 monetary compensation (that’s through courts)
• Order dismissal of bullies
• Make findings of unlawful behavior
• Deal with performance management or disciplinary action

Workers’ Compensation for Psychological Injury

You may be entitled to compensation for:

• Medical expenses: Psychology, psychiatry, counseling
• Lost wages: Time 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 employed 6+ months

Time Limits:

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

📝 Documentation Strategy - Building Your Case

The SHED Method for Recording Incidents

S - Specific Details

• Date and time: Exact when the 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 the perpetrator did/said
• Context: What led to the incident
• Your response: How you reacted

E - Evidence

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

D - Damage/Impact

• Immediate effects: How you felt immediately after
• Ongoing impact: Effect 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: ___________________
Witnesses: _______________________

What happened:
[Detailed description of incident]

Exact words/actions:
[Exact quotes of what was said/done]

My response:
[How you responded at the time]

Impact on me:
[Physical/emotional effects]

Evidence attached:
□ Email/text screenshots
□ Witness statements
□ Medical evidence
□ Photos
□ Other: ____________

Follow-up actions:
□ Report to supervisor
□ Report to HR
□ Seek medical attention
□ Union contact
□ Other: ____________

Digital Evidence Management

Emails and Electronic Communications:

• Forward to personal email: Save copies outside work systems
• Screenshot everything: In case messages are deleted
• Print hard copies: Digital evidence can be altered
• Regular backups: Multiple locations and formats

Creating Strong Digital Evidence:

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

🏢 Workplace Response Strategies

Step One: Direct Communication (If Safe)

When Direct Approach Might Work:

• First-time or isolated incident
• Bully may not realize the impact
• You feel physically and emotionally safe
• No significant power imbalance (peer level)

Direct Conversation Script: “[Name], when you [specific behavior], it makes me feel [impact]. I need you to [specific behavior change]. Can we work together on 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:

• Any threat of physical violence
• Bully escalates when challenged
• Significant power imbalance (boss, senior manager)
• Previous attempts made situation worse

Step Two: Internal Reporting Systems

Reporting Hierarchy (Try in Order):

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

• When: Bullying by colleague or subordinate
• How: Formal written complaint with documentation
• Timeline: Give 2-4 weeks for investigation and action
• Follow-up: Check progress weekly

2. Human Resources Department

• When: Supervisor is the bully or hasn’t taken action on complaint
• Bring: All documentation, witnesses, suggested 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
• Include: Summary of bullying, failed internal processes, impact
• Copy: Union representative, external lawyer

Step Three: External Reporting Options

Fair Work Commission Application

• Cost: Free to lodge application
• Timeline: Must apply within 90 days of last incident
• Process: Mediation first, 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 workers’ compensation authority
• Benefits: Medical costs, wage replacement, rehabilitation

Work Health and Safety Reporting

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

🧠 Protecting Your Mental Health

Immediate Psychological First Aid

During/After Bullying Incident:

• Slow breathing: Breathe in for 4 counts, out for 6
• Ground yourself: Name 5 things you see, 4 you hear, 3 you touch
• Safe space: Find quiet place to decompress
• Support person: Call trusted friend, family, or counselor
• Document: Write down what happened while memory 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 annually
• Psychiatrist referral: If medication needed for anxiety/depression
• Medical certificates: Time off work for bullying-related stress
• Workers’ compensation: Medical evidence for psychological injury claims

Employee Assistance Program (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 with bullying
• Union counseling services: Free counseling through union membership
• Workplace Rights Legal Centers: 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 are my long-term goals?”
• Strength recognition: Keep list of your professional achievements

Behavioral Strategies:

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

Social Strategies:

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

💼 Practical Workplace Survival Strategies

Day-to-Day Tactical Approaches

Communication Strategies:

• Email everything: Confirm verbal conversations in writing
• Copy witnesses: Include supportive colleagues on important communications
• Professional tone: Don’t respond emotionally even when provoked
• Time stamps: Record when requests made and completed

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

Meeting Strategies:

• Bring witness: Trusted colleague to observe interactions
• Take notes: Written record of discussions and decisions
• Written follow-up: Email summary after every meeting
• Record if legal: Check state laws about recording conversations

Workspace Protection:

• Secure belongings: Lock drawers, password-protect computers
• Backup work: Save important files in multiple locations
• Professional appearance: Maintain high standards despite stress
• Arrive early: Establish positive presence before bullies arrive

Performance Protection Strategies

Exceed 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

Create Paper Trail:

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

Exit Strategy Planning

Internal Transfer Options:

• Different department: Request transfer within same company
• Different location: If company has multiple offices
• Different shifts: Change work hours to avoid bullies
• Project assignments: Temporary transfer to special projects

External Job Search:

• Network first: Use professional contacts to find opportunities
• Skills assessment: Identify transferable abilities
• Interview preparation: Practice explaining reasons for leaving
• Reference strategy: Identify supportive colleagues as referees

Financial Preparation:

• Emergency fund: Save 3-6 months expenses if possible
• Reduce expenses: Cut non-essential spending during job search
• 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 a union member
• Community legal center: Free legal advice
• Fair Work advocate: FWC application specialists

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

Core Circle (Daily Support):

• Trusted family member: Someone who listens without judgment
• Close friends: Perspectives outside work environment
• Mentor or advisor: Professional guidance
• Counselor/therapist: Professional emotional support

Extended Support:

• Supportive colleagues: Workplace allies and witnesses
• Professional networks: Industry contacts and opportunities
• Online communities: Bullying survivor forums
• 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: Funding legal representation
• Collective bargaining: Improving workplace policies
• Peer support: Network of other members who’ve experienced bullying

How to Access Union Support:

• Join if not member: Representation may require waiting period
• Document everything: Unions need evidence to build case
• Follow processes: Work within union procedures
• Be patient: Collective action takes time but can be effective

⚖️ Legal Action Options

Civil Court Action

When to Consider Suing:

• Serious 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: Psychological harm from bullying
• Negligence: Employer failed to prevent foreseeable harm
• Discrimination: If bullying targeted protected characteristics
• Breach of contract: If employer failed to fulfill contractual duties

Evidence You’ll Need:

• Medical reports: Diagnosis and prognosis of psychological injury
• Financial evidence: Lost wages, medical costs, career impact
• Incident documentation: Detailed records of bullying behavior
• Witness statements: Colleague corroboration
• 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
• Mediation first: Attempt resolution before formal hearing
• Potential compensation: Financial awards for damages

Federal Discrimination Claims:

• Australian Human Rights Commission: Federal discrimination matters
• Age Discrimination Act: If bullying targeted older workers
• Disability Discrimination Act: If bullying related 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, persistent contact
• Harassment: Repeated unwanted contact causing fear
• Property damage: Intentionally damaging personal items
• 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 preventing further contact

🌟 Recovery and Moving Forward

Stages of Workplace Bullying Recovery

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

• Realizing 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
• Obtaining 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
• Legal processes concluded or ongoing
• New job secured or workplace changes implemented
• Focus: Implement solutions and plan next steps

Stage 4: Recovery and Growth (1+ Years)

• 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: Attend courses, conferences
• Networking: Rebuild professional relationships
• Mentorship: 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”
• Resilience evidence: 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 speaking 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 numbers below

Legal Support

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

State Work Health and 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:

• Queensland Workplace Health and Safety: 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 and Labour Councils: State union support

Human Rights Commissions

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

💡 Frequently Asked Questions

Q: How do I know if this is bullying or just strict management?

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

Q: Will I be fired for complaining about bullying?

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 informal resolution first?

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

Q: How long does a Fair Work Commission application take?

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

Q: Can I record conversations with workplace bullies?

A: Laws vary by state. In some states you need all parties’ consent; in others, only 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. Contact HR, senior management, or external agencies directly. Don’t try to handle it alone. Consider union representation or legal advice early.

🌟 Australian Success Stories

Jessica’s Victory - Melbourne Office Worker

“My supervisor constantly belittled me in team meetings, gave me impossible deadlines, and took credit for my work. I documented everything for 3 months, made formal complaint to HR, and when that failed, applied to Fair Work Commission. The mediation process resulted in my supervisor receiving training, formal apology, and change to my reporting structure. I kept my job and my dignity.”

Mark’s Recovery - Brisbane Construction Worker

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

Sarah’s New Beginning - Perth Healthcare Worker

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

📋 Your Anti-Bullying Action Plan

Weeks 1-2: Recognition and Documentation

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

Weeks 3-4: Seek Support and Advice

• Contact Employee Assistance Program for counseling
• Talk to trusted colleague or mentor about situation
• Research company’s bullying and harassment policy
• Consider joining union if not already member
• Book GP appointment 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 employment lawyer or union representative
• Apply for mental health care plan if psychological impacts

Month 3: Implementation and Follow-up

• Lodge formal complaint through appropriate channel
• Continue detailed documentation throughout process
• Get legal representation if company response inadequate
• Consider Fair Work Commission application if eligible
• Begin job searching 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 from being victimized
• Stay informed about workplace rights and protections
• Maintain support networks 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’re not weak for being targeted. You’re not overreacting. You have rights, options, and people who will support you.

Taking action against bullying is difficult but necessary. Every person who speaks 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: January 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 specific advice about your situation, consult an employment lawyer or relevant authorities. If you’re having thoughts of self-harm due to workplace bullying, call 000 immediately or Lifeline 13 11 14.