What’s workplace bullying, and how do you stop it?

Workplace bullying poses serious challenges, harming individuals and undermining organisational health. Recent legislative reforms in New South Wales (NSW) have reinforced the responsibility of employers to ensure safe, respectful workplaces. In this article, we’ll examine workplace bullying, its impacts, and practical steps employers can take to foster a culture of respect and compliance.

What’s considered bullying?

For conduct to be considered bullying, it needs to be a repeated and unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety. Such behaviour can include verbal abuse, intimidation, exclusion, or undermining someone’s work performance.

The effects of bullying at work

Workplace bullying can have profound effects on staff. It can lead to psychological injuries such as anxiety, depression, and post-traumatic stress disorder. These conditions can have serious and lasting effects on individuals, even after the bullying has stopped.

These psychological injuries can result in increased absenteeism, reduced productivity, and higher staff turnover. Addressing workplace bullying isn’t just a legal obligation, but also a moral one. Everyone deserves to be treated with respect and kindness at work.

What does the law say?

In NSW, recent legislative reforms have strengthened the framework for tackling workplace bullying and sexual harassment. These reforms introduce changes to the state’s Industrial Relations Act and Safety Act, enhancing the rights and conditions of more than four million workers. Notably, the reforms enshrine gender equality and the elimination of workplace bullying and sexual harassment as key objectives of the Industrial Relations Act. They also establish a one-stop shop through the NSW Industrial Relations Commission for complaints from NSW government and local government employees regarding workplace bullying and sexual harassment.

Remedies under these reforms include enforcing a public apology, mandating employers to take specified actions to stop unlawful conduct or ordering damages of up to $100,000.

What do employers need to do to prevent bullying at work?

Employers have a legal duty under the Work Health and Safety Act 2011 to provide a safe and healthy workplace, which includes preventing and addressing workplace bullying.

This involves implementing risk management processes to identify potential bullying hazards, assessing the risks, and implementing control measures. Control measures may include developing and enforcing anti-bullying policies, providing training to staff and management, and establishing clear procedures for reporting and addressing complaints.

It’s also crucial for employers to foster a workplace culture that promotes respect and inclusivity. This can be achieved by encouraging open communication, leading by example, and ensuring that all employees understand the behaviours that are unacceptable and the consequences of such actions.

The responsibility lies with employers

Workplace bullying is a significant issue that requires proactive measures from employers. The recent legislative reforms in NSW provide a stronger framework for addressing this problem, but the responsibility lies with employers to create a safe and respectful workplace. By taking appropriate actions, employers can prevent bullying, support affected employees and contribute to a healthier and more productive work environment.

Managing psychosocial hazards in the workplace is essential. Talk to us

Citation Safety has created a unique suite of psychosocial management offerings designed to assist Australian businesses in complying with their WHS obligations regarding psychosocial hazards and enhancing workplace safety and compliance, including an Employee Assistance Program. If you’d like to learn more about the robust safety solutions we can provide, why not arrange a confidential, no-obligation chat today?