By Zaynab Aly

Workplace bullying isn’t new to our places of work; it’s been there all along, hidden just out of view. But now, after many years, victims are speaking out, and workplace bullying has finally been dragged from the background to centre stage – an issue that demands resolution.

You might’ve noticed that it has become a regular feature in news stories surrounding workplaces of every kind, from TV sets to construction sites. As interest in healthy work environments gains more momentum, it’s important to remember what workplace bullying is, what it looks like, and to make sure that appropriate policies and procedures are in place to minimise it. So how can your business stamp out bullying? Let’s get into it.

What is workplace bullying?

Bullying is repeated and unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety. This may be a direct action, such as using insulting language, engaging in violence, or behaving in a way that frightens or degrades someone. However, it’s important to remember that bullying isn’t just limited to face-to-face interactions but can take place on social media and through other forms of communication.

To meet the definition of bullying, the conduct must be repeated. While a single event still triggers the employer’s general duty of care towards its workers, bullying is defined by multiple events, however, it can include a pattern of different behaviours.

Another consideration is that bullying doesn’t require deliberate behaviour: it may unintentionally occur. When assessing whether conduct constitutes bullying, we must consider it from the perspective of the reasonable person. This involves removing the subjective considerations from the situation and examining it from an objective lens.

In addition, management action that’s reasonable won’t equate to bullying, although this doesn’t mean that there aren’t learnings or improvements that can be implemented where workplace disputes have arisen.

The effects of workplace bullying extend beyond just the individual: it can reduce productivity in your workplace, as well as increase absenteeism and staff turnover. Mental health issues arising from workplace bullying may also increase costs through workers compensation claims.

What do I need to do?

Having a clear anti-bullying policy in your business is essential to both emphasise your stance against bullying, as well as provide a clear basis on which you can take disciplinary action if it occurs. A comprehensive policy should outline what is and isn’t considered bullying, as well as consequences for breach of the policy. Having a grievance policy to manage bullying complaints is another important consideration.

HR Assured provides businesses with hundreds of legally compliant HR policies, procedures, and documents, including a Code of Conduct, Bullying and Harassment Policy and Complaint Handling workflow. For more information, contact us to speak with a workplace specialist.

For HR Assured clients, contact our 24/7 Telephone Advisory Service.

Not an HR Assured client and need some HR or WHS advice? The team at HR Assured can support your business on a range of workplace matters. Contact us today to arrange a confidential, no-obligation chat.

Zaynab Aly is a Workplace Relations Consultant at HR Assured. She has a particular interest in the retail industry and regularly provides advice on workplace matters to find solutions for clients.