Workplace Bullying Laws in Australia: How Businesses Can Respond

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Workplace bullying is a serious issue that can have lasting effects on both individuals and organisations. Whether you are an employer striving to maintain a safe working environment or an employee experiencing repeated, unreasonable behavior, understanding your rights and obligations is paramount. In this comprehensive guide, we break down the definition of workplace bullying under Australian law, explain the legal framework, and provide actionable tips for mitigating and addressing bullying in the workplace. By developing robust policies and being proactive, you can better protect your employees and safeguard your business from potential legal repercussions.

What is Workplace Bullying?

Under Section 789FD of the Fair Work Act 2009 (Cth), workplace bullying is defined as repeated and unreasonable behavior directed towards a worker or a group that creates a risk to their health and safety. This behavior can include:

Yelling or verbal abuse
Ostracism or exclusion
Emotional abuse and harassment
Unreasonable expectations or work demands

It is important to note that workplace bullying is not simply a one-off conflict between colleagues or a result of legitimate management decisions; rather, it refers to ongoing behaviors that cause significant stress and harm. If you’re looking for more insights into related issues, consider reading our workplace harassment and discrimination article, which covers similar concerns.

Understanding the Legal Framework

Australian law takes workplace bullying seriously. The Fair Work Act provides a framework for addressing bullying by allowing employees to apply to the Fair Work Commission for orders to stop the conduct. However, it is important to understand that not all work environments are covered by this section. For instance, members of the Defence Force, employees of sole traders, and state government departments may fall outside its scope.

This legal framework underscores the responsibility of employers to prevent bullying and to take prompt and effective steps when claims are raised. While the Commission itself does not award compensation or impose fines, it can issue orders to stop bullying behavior and mandate additional training or review of workplace policies.

Key Elements to Prove Workplace Bullying

In order for an employee to prove that workplace bullying has occurred, certain criteria must be met. These include:

Ongoing Risk: There must be evidence of a continued risk to the health and safety of the affected employee(s).
Repeated Behavior: A single incident typically does not constitute bullying. The behavior must be repeated over time.
Unreasonable Conduct: The actions must go beyond what is considered reasonable management action and be both unwarranted and harmful.

Documenting these elements meticulously is essential. Keeping detailed records of incidents, including dates, times, witnesses, and the nature of the abusive behavior, can significantly strengthen a claim.

Employer Obligations: Duty of Care in the Workplace

Employers have a legal duty to provide a safe work environment and to act promptly upon receiving any complaints of bullying. This duty of care means that businesses must implement policies that clearly define unacceptable behavior, provide training to both managers and employees, and establish effective reporting mechanisms.

Failure to address bullying appropriately can result in serious legal consequences. For example, an employer who neglects their duty may find themselves facing litigation for personal damages, including compensation for psychiatric injury, pain, and suffering. It is therefore critical to ensure that all workplace policies are well-documented and that they meet the legal standards required.

For additional guidance on ensuring that your contracts and policies are robust, you might find our article on how important an employment contract is to be valuable. Similarly, understanding the difference between employee and contractor arrangements can also help tailor your policies effectively.

Legal Remedies and Potential Penalties

While the Fair Work Commission cannot award compensation or impose fines directly, it has the authority to make orders that require an employer to cease bullying behavior and, in some cases, to undertake remediation measures. If an employer fails to comply with these orders, they could face court action and significant penalties. Courts have, on occasion, awarded substantial damages in cases where employers did not take adequate action to address bullying.

Employees also have the right to sue for personal damages if they can prove that workplace bullying has caused harm. Legal actions may result in compensation for psychiatric injury, pain and suffering, and other related costs. This makes it imperative for employers not only to act promptly but also to have clearly drafted contracts and internal policies that reflect their commitment to a safe workplace. For further understanding of legal enforceability, see our guide on what makes a contract legally binding.

Steps Employers Can Take to Mitigate Workplace Bullying

Prevention is always better than cure, and employers can take several proactive steps to mitigate the risks associated with workplace bullying:

Develop a Comprehensive Anti-Bullying Policy: Clearly define what constitutes bullying and set out the procedures for reporting and addressing incidents.
Regular Training and Awareness Programs: Train managers and employees on recognizing bullying behavior and on how to respond appropriately. Training should also include aspects of setting out good business terms and conditions in your contracts and policies.
Establish Clear Reporting Procedures: Implement a confidential system for employees to report bullying without fear of reprisal.
Promptly Investigate Complaints: Treat every report seriously. An independent review process can ensure that all complaints are handled objectively and promptly.
Document Everything: Maintain detailed records of all incidents and the actions taken by management in response to reported bullying.

By taking these steps, employers can not only reduce the incidence of bullying but also provide a strong defense in the event of legal action.

What Employees Can Do If You Experience Bullying

If you find yourself the target of workplace bullying, there are several measures you can take:

Document Incidents: Keep a detailed record of every incident, including dates, descriptions, and any witnesses present. This documentation is critical if you decide to escalate the matter.
Follow Internal Procedures: Report the behavior to your supervisor or HR department as specified in your organisation’s anti-bullying policy.
Seek Support: Consider speaking with a union representative or a trusted colleague. Professional counselling services may also provide the support needed during stressful times.
Consult Legal Advice: If internal remedies fail or the bullying escalates, seeking independent legal advice is a prudent step. Knowing your rights under the Fair Work Act and other relevant legislation will empower you to take further action if necessary.

For employees looking to understand their rights in greater detail, our resource on workplace harassment and discrimination offers valuable insights into how legal protections extend to various forms of workplace mistreatment.

When to Seek Professional Legal Advice

Both employers and employees should consider professional legal advice when dealing with workplace bullying issues. For employers, having well-drafted employment contracts and robust policies in place is essential to mitigating risk. For employees, understanding the strength of your case and the available legal avenues can help you decide whether to pursue action through the Fair Work Commission or the courts.

It is also important to note that legal frameworks can be complex and subject to change. For instance, while the Fair Work Commission can issue orders to stop bullying, there may be additional legal remedies available in court for compensation. Consulting with a legal professional who specialises in employment law can provide clarity and ensure that you take the appropriate steps for your situation. If you are unsure of how to proceed, check out our guide on how to choose a small business lawyer for expert advice on selecting the right legal support.

Creating a Culture of Respect and Accountability

Beyond policies and legal remedies, the long-term solution to workplace bullying involves creating a culture of respect, accountability, and open communication. Leaders should model respectful behavior and foster an environment where employees feel safe to speak up without fear of retaliation. Some ways to create such an environment include:

Leadership Training: Equip managers with the skills to identify early signs of bullying and to intervene effectively.
Regular Feedback Sessions: Encourage open dialogue about workplace culture and provide regular opportunities for employees to give feedback.
Inclusive Policies: Ensure that your workplace policies are inclusive and clear about the consequences of bullying behavior.
Third-Party Mediation: In some cases, an independent mediator can help resolve conflicts before they escalate into full-blown bullying issues.

By fostering a supportive work environment, employers can often prevent bullying from taking root and ensure that any issues are addressed quickly and effectively.

Key Takeaways

Workplace bullying involves repeated, unreasonable behavior that poses a serious risk to employee health and safety.
Under the Fair Work Act 2009 (Cth), bullying is legally defined and subject to specific criteria that must be met for a claim to succeed.
Employers have a duty of care to prevent and address bullying, with failure to do so potentially leading to significant legal action and damages.
Both employers and employees should document incidents thoroughly and follow established internal procedures for reporting and investigating complaints.
Legal remedies include Fair Work Commission orders and, in some cases, court actions where employees can seek personal damages.
Creating a culture of respect through clear policies, regular training, and open communication can help prevent bullying before it starts.

If you would like a consultation on workplace bullying, you can reach us at 1800 730 617 or team@sprintlaw.com.au for a free, no-obligations chat.

Alex Solo

Alex is Sprintlaw’s co-founder and principal lawyer. Alex previously worked at a top-tier firm as a lawyer specialising in technology and media contracts, and founded a digital agency which he sold in 2015.

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