What to Do When Facing Workplace Bullying
A manager jokes about your weight during a video meeting, and the chat falls silent. Colleagues avoid your gaze, and you feel smaller in your chair. Your hands shake while you try to finish notes. You close the laptop and wonder what to do next.
Bullies count on your silence, and stressful weeks blur the warning signs. You can act with calm steps that protect health and job security. Workplace bullying is somethig that affects so many people it is important to know how to deal wiht it effectively.
For legal information and contact channels in Australia, https://attwoodmarshall.com.au/ is a starting point. The actions below help you build a clear record and choose a safe path forward.
Photo by Yan Krukau
Spot The Behaviour And Record It
Workplace bullying is repeated, unreasonable behaviour that risks health and safety. It might be public mockery during standups or private threats in messages. It can include exclusion from meetings, sabotage of work, or spreading false claims.
One-off conflict is different, and respectful performance feedback is not bullying.
Begin a log on the same day incidents occur, and keep entries objective. Include dates, times, locations, witnesses, and exact words used. Save emails, chat messages, and calendar invites that show patterns.
Store screenshots and documents in a private folder outside work systems for safety.
- Write what happened, using direct quotes without added opinions. Keep each entry factual and time-stamped.
- Note who was present, and list anyone informed afterwards, such as a supervisor or union representative.
- Record how it affected your health and work, like headaches, sleep loss, or missed deadlines.
Use Internal Pathways Early
Check your company policies for grievance or dignity at work procedures. Many policies set out informal and formal steps, timelines, and appeal routes. Ask for the process in writing from Human Resources and save a copy privately. A clear path reduces guesswork during stressful weeks.
Consider a direct but safe note to the person if you feel secure. Keep it brief and factual, and ask for the behaviour to stop. If that is unsafe, move directly to your manager or another designated contact. If your manager is involved, contact Human Resources or another senior leader.
When you submit a concern, attach records and state what outcome you want. You might request a neutral meeting, a team change, or group training.
Ask for reasonable interim measures to protect health and safety at work. This could include a different seating plan or a change in reporting lines.
If you are in a union, speak with your representative about the workplace bullying before taking any formal steps. They can join meetings and help you prepare evidence. Keep copies of all correspondence and meeting notes. Confirm verbal outcomes via email after each meeting to ensure an accurate record.
Know Your Legal Options
If internal steps fail or the risk feels high, legal avenues may apply. Bullying that targets protected attributes might also be unlawful discrimination. Examples include targeting a person due to age, sex, disability, race, or religion. Different laws cover each scenario, and strict time limits often apply for claims.
Workers can apply to the Fair Work Commission for an order to stop bullying. The Commission looks at repeated unreasonable behaviour at work that poses a risk to health.
An order aims to prevent future conduct rather than punish past acts. Legal advice helps you assess evidence and choose the right forum.
Injured workers may have workers’ compensation rights where harm is work-related. Medical evidence and a strong incident record support claims and treatment access.
Keep GP reports, referrals, and any prescribed adjustments to work duties. Maintain privacy by storing medical documents outside employer systems.
Retaliation for raising concerns can take the form of adverse action, which the law also addresses. Raise concerns in writing and keep a timeline of events after your report.
Save performance reviews and roster changes that follow your complaint. Independent legal guidance helps you assess risks and options with clarity.
Look After Your Health And Work Future
Stress injuries build quietly during hard months, so plan care early. Book a GP appointment to document symptoms of workplace bullying, like anxiety, migraines, or insomnia. Ask about short-term adjustments to workload or roster. Discuss a referral for talking therapy if symptoms persist despite changes.
Tell a trusted friend or family member and share your evidence log. Ask them to attend a meeting as a support person, if allowed. If your employer offers an assistance program, request confidential sessions. Keep notes on what helps so you can measure gradual progress.
Protect your career plans with simple, steady steps. Keep your CV up to date and track wins from recent projects. Note measurable results and feedback that reflect your strengths. If safety deteriorates, having options reduces pressure and protects your future choices.
Prepare For Difficult Conversations
Plan a short script before any meeting, so nerves do not erase the points you need. Use clear I statements, describe behaviour, impact, and a reasonable request for change. Propose a set agenda and ask for a neutral minute-taker to record the outcomes.
Choose a private room with a time limit, which keeps the discussion focused and safer. Bring a support person where policy allows, and explain their role in advance.
Practise with a friend to refine phrasing and tone without added emotion. After the meeting, send a brief email that lists agreed actions and dates, and file it.
Escalate Safely And Seek Outside Help
If risk rises or internal steps stall, plan a structured escalation that protects your position. Ask HR for timelines, decision makers, and review rights, then confirm those details by email. Where health or safety is threatened, contact your state work health and safety regulator for guidance.
If threats, stalking, or property damage occur, report to the police and record the event number. Use an employee assistance program or community counselling to manage stress while the workplace bullying case proceeds.
Union members should request representation for hearings and negotiations about duty changes. For legal advice on options and deadlines, consult an employment lawyer promptly and keep notes.
Photo by Yan Krukau
Take Your Next Safe Step
Bullying thrives in silence, and small actions rebuild control and safety. Keep a careful record, use internal pathways, and get medical support early.
Compare options under Australian law, and seek qualified advice when needed. You deserve a workplace that is safe, respectful, and fair to your efforts.
If you are concerned about workplace bullying anywhere else in the world, the advice will be similar.
Have you suffered with workplace bullying? Do you have any tips? Let me know in the comments below.
