Workplace bullying isn’t just a personal issue between employees—it’s a serious workplace health and safety risk that can impact your staff, workplace culture, productivity, and your business’s reputation.

Ignoring it is not an option. The good news is that with the right approach, bullying is preventable, and issues can be managed before they escalate into claims, disputes, or formal investigations.

What Is Workplace Bullying?

Workplace bullying occurs when someone repeatedly behaves unreasonably towards another worker (or group of workers) and that behaviour creates a risk to health and safety.

Examples include:

• Aggressive or intimidating behaviour
• Insults, humiliation, or belittling remarks
• Spreading rumours or gossip
• Excluding someone from work-related activities
• Deliberately withholding important information needed to perform the job
• Setting unreasonable work demands or setting someone up to fail

It’s important to note that reasonable management action—such as performance feedback, disciplinary processes, or setting KPIs—is not bullying when conducted appropriately, fairly, and respectfully.

How to Recognise Bullying in Your Workplace

Sometimes bullying is obvious—an employee raises a complaint or an incident happens in front of others. More often, though, it’s subtle and builds up over time.

Common signs include:

• Employees appearing withdrawn, anxious, or avoiding certain individuals
• Increased absenteeism or sudden drops in productivity
• Frequent team conflict, gossip, or exclusion of certain employees
• Complaints of feeling unsupported, harassed, or targeted
• High turnover within a particular team or under a specific manager

How to Prevent Workplace Bullying

Prevention starts with strong leadership and a healthy workplace culture. Key steps every organisation should take include:

• Implement a clear Workplace Bullying Policy. This should define bullying, clarify what is and isn’t acceptable behaviour, and outline how to report concerns.
• Foster a respectful culture. Promote open communication, inclusion, and a zero-tolerance stance on bullying behaviours.
• Train your leaders and staff. Ensure managers know how to recognise and address bullying early and that all employees understand how to report concerns safely.
• Lead by example. Managers and business owners must consistently model respectful and professional behaviour.
• Address issues early. Deal with conflicts, poor behaviour, and tensions promptly—before they escalate into formal complaints.

Why Acting Matters

Failing to address workplace bullying correctly and promptly can lead to:

• Damaged morale, productivity loss, and reputational harm
• Psychological injury workers compensation claims
• Stop Bullying Orders from the Fair Work Commission
• General Protections claims or other legal disputes

Prevention Is Your Best Defence

Receiving a workplace bullying complaint is stressful—but in many cases, it is completely preventable. Taking a proactive approach, backed by clear policies, training, and consistent leadership, helps create a workplace where employees feel safe, respected, and supported.

At CIRCLE HR, we help businesses build respectful, compliant, and productive workplaces. We can assist with developing or reviewing your Workplace Bullying Policy, providing tailored training for managers and staff, and supporting you in managing bullying complaints. Whether you need guidance, coaching through internal processes, or an independent workplace investigation, our team is here to help. If you need support in preventing, managing, or responding to workplace bullying, get in touch with us for a confidential chat.

For more HR or staffing help contact CIRCLE Recruitment & HR or call 1300 923 000

Written by Senior HR Consultant: Elia Churiguera

Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.