Workplace bullying is more than everyday conflict or personality differences. It involves repeated, unreasonable behaviour directed at an individual or group that creates a risk to health and safety.
In Australia, workplace bullying is recognised as a serious psychosocial risk with legal and organisational implications. Its impact goes beyond individual distress, affecting team morale, productivity, and workplace culture.
National research conducted by Bully Zero found that 71% of Australians have experienced bullying at some point in their lives, with nearly one in three (31%) reporting being bullied in the past year. More than a quarter said the bullying occurred in the workplace.
Understanding the workplace bullying definition is essential for employees, managers, and organisations committed to maintaining psychological safety and meeting their workplace obligations.
What Is the Definition of Workplace Bullying?
Workplace bullying is formally recognised under Australian workplace law. According to the Fair Work Commission, bullying occurs when a person or group repeatedly behaves unreasonably toward a worker or group of workers, and that behaviour creates a risk to health and safety. Two elements are central to this definition.
Repeated Behaviour
Bullying is a pattern of conduct over time. A single disagreement or isolated incident, though potentially inappropriate, does not meet the legal threshold for workplace bullying.
Unreasonable Behaviour
This refers to conduct a reasonable person would view as victimising, humiliating, intimidating, or threatening. The focus is not just on intention, but also on the impact and risk created by the behaviour.
It is important to distinguish bullying from legitimate management practices. Reasonable management action carried out in a reasonable manner is not considered bullying. This includes performance reviews, constructive feedback, disciplinary processes, or changes to work arrangements, provided they are handled appropriately and fairly.
What Behaviours Count as Workplace Bullying?
Bullying can take many forms. It is not limited to shouting or overt aggression. Common examples include:
- Verbal abuse
- Persistent criticism or unjustified complaints
- Spreading rumours
- Excluding someone from work-related activities
- Setting impossible deadlines
- Withholding information necessary to perform a job
- Threatening job security without a basis
Bullying may occur face-to-face, via email, through messaging platforms, or in online environments. The behaviour does not have to be loud or dramatic. Often, it is subtle and sustained.
Research shows that bullying often escalates over time, leaving the target less able to defend themselves. An imbalance of power, formal or informal, makes it difficult for employees to respond safely.
How Is Workplace Bullying Different from Conflict?
Workplace conflict occurs when people with similar levels of authority disagree. Bullying, on the other hand, involves repeated harmful actions and an uneven balance of power.
A single disagreement between coworkers is not considered bullying. Bullying usually means ongoing, targeted, and harmful actions, especially if the person feels unable to protect themselves.
Bullying differs from normal workplace conflict because it involves repeated negative actions over time.
How Does Workplace Bullying Affect Employees?
The impact of workplace bullying goes far beyond job dissatisfaction. It can affect mental health, physical wellbeing, professional confidence, and overall functioning.
Research in occupational health consistently shows that prolonged exposure to workplace bullying increases the risk of psychological injury. Employees subjected to repeated unreasonable behaviour commonly experience:
- Anxiety and depression
- Symptoms consistent with post-traumatic stress
- Sleep disturbance and chronic stress-related conditions
- Reduced concentration and impaired decision-making
- Emotional distress, humiliation, and social withdrawal
- Loss of confidence and professional self-doubt
In severe cases, the effects may last long after the bullying stops, contributing to long-term mental health challenges.
The impact is not limited to direct targets. Colleagues who witness bullying may also experience increased stress, reduced morale, and less psychological safety within the team. Over time, this creates a workplace culture of fear, disengagement, and mistrust.
From an organisational perspective, workplace bullying is linked to increased absenteeism, higher staff turnover, reduced productivity, and reputational risk. Still, bullying remains underreported in many Australian workplaces. Employees often hesitate to report concerns because of fear of retaliation, reputational damage, or negative career consequences.
For these reasons, workplace bullying is now widely recognised as a significant psychosocial hazard. It is not merely an interpersonal conflict, but a systemic risk that affects both individual wellbeing and organisational health.
Why Does Workplace Bullying Occur?
Workplace bullying rarely arises from one single cause. Several contributing factors include:
- Poor leadership or destructive management styles
- High job stress and role conflict
- Organisational restructuring
- Competitive or high-pressure cultures
- Low psychological safety
- Lack of clear policies and accountability
Work environments with unclear expectations, weak management support, or tolerance for incivility are more likely to see bullying escalate.
What Should Employees Do If They Experience Bullying?
If an employee believes they are experiencing workplace bullying, they may consider the following practical steps:
- Documenting incidents clearly and factually
- Reviewing workplace policies
- Speaking with HR or a designated contact person
- Seeking confidential counselling support
- Lodging a formal complaint where appropriate
Early intervention is critical. The longer bullying continues, the greater the risk of significant psychological harm.
How Can Organisations Prevent Workplace Bullying?
Preventing workplace bullying requires fostering a culture where respectful behaviour is clearly defined, demonstrated by leaders, and supported by organizational systems.
Some effective ways to prevent bullying are:
- Establish clear anti-bullying policies and reporting pathways to ensure employees understand unacceptable behaviour and know how to report concerns safely.
- Provide managers with training in respectful leadership and early intervention to help employees identify risks and respond appropriately.
- Use clear conflict-resolution steps to address problems before they escalate into ongoing unreasonable behaviour.
- Encourage open communication by fostering psychological safety so people can speak up without fear of retaliation.
- Provide confidential Employee Assistance Program (EAP) services to give early support to employees who need it.
When organisations act quickly and consistently on early warning signs, they reduce the risk that problems will worsen or cause long-term harm.
From a governance and workplace health and safety view, bullying is more than a personal issue. It is a psychosocial risk that can lead to legal, financial, and reputational problems. Employers who ignore repeated unreasonable behaviour may face regulatory action, compensation claims for psychological harm, and damage to their workplace culture.
Workplace bullying has real effects on organisations, including higher staff turnover, lower morale and teamwork, greater absenteeism, and lower productivity and engagement.
To prevent bullying effectively, organisations need a proactive, systems-based approach. This should include clear policies, leadership accountability, early reporting, and following Work Health and Safety rules.
Supporting Employees Through Professional EAP Services
Workplace bullying can deeply affect employee wellbeing and organisational culture. Early, confidential support can reduce long-term harm and help individuals regain confidence and stability.
D’Accord OAS provides Employee Assistance Program services to support employee wellbeing and organisational resilience. Experienced clinicians and 24/7 phone support are available Australia-wide. Telephone appointments are typically available within 15 minutes, and face-to-face counselling can be arranged within 48 hours.
EAP counselling offers confidential, professional support for employees facing workplace bullying, stress, or trauma. Promoting mental health and resilience helps organisations respond proactively and responsibly to psychosocial risks.
To learn more about workplace support options, visit the D’Accord OAS EAP page or contact the team to discuss appropriate assistance.
