Workplace bullying - what you can do as an employer
This information bulletin provides general guidance on what an employer can do to prevent or stop workplace bullying.
What can you do?
Like any other hazard in the workplace, preventing bullying by identifying risks and putting in place measures to minimise the chances of it occurring or continuing to occur should be a priority for employers and employees alike.
One of the most efficient and effective ways to create and maintain a healthy and safe work environment is for employers to integrate work health and safety risk management into their daily business operations.
Examples of the processes that may be used to develop a workplace bullying prevention program are as follows:
- be developed by management and employee representatives
- apply to management, employee's, clients, independent contractors and anyone who has a relationship with your company
- define what you mean by workplace bullying (or harassment or violence) in precise, concrete language
- provide clear examples of unacceptable behaviour and working conditions
- state in clear terms your organisation's view toward workplace bullying and its commitment to the prevention of workplace bullying
- precisely state the consequences of making threats or committing acts
- outline the process by which preventive measures will be developed
- encourage reporting of all incidents of bullying or other forms of workplace violence
- outline the process by which employees can report incidents and to whom
- assure no reprisals will be made against reporting employees
- outline the procedures for investigating and resolving complaints
- describe how information about potential risks of bullying/violence will be communicated to employees
- make a commitment to provide support services to victims
- offer a confidential Employee Assistance Program (EAP) to allow employees with personal problems to seek help
- make a commitment to fulfill the prevention training needs of different levels of personnel within the organisation
- make a commitment to monitor and regularly review the policy
- state applicable regulatory requirements
What are some general tips for the employer?
Do
- Encourage everyone at the workplace to act towards others in a respectful and professional manner
- Have a workplace policy in place that includes a reporting system
- Educate everyone that bullying is a serious matter
- Try to work out solutions before the situation gets serious or "out of control"
- Educate everyone about what is considered bullying, and whom they can go to for help
- Treat all complaints seriously, and deal with complaints promptly and confidentially
- Train supervisors and managers in how to deal with complaints and potential situations. Encourage them to address situations promptly whether or not a formal complaint has been filed
- Have an impartial third party help with the resolution, if necessary.
Do not
- Do not ignore any potential problems
- Do not delay resolution. Act as soon as possible.
Important note:
With recent changes to the Fair Work Act, greater scrutiny of practices in relation to bullying and harassment may arise. All employers are encouraged to:
- review and update their bullying and harassment policies to ensure that they are adequate taking into account the legislative requirements
- review and update their complaints and grievance handling processes
- conduct refresher training for all staff on bullying and harassment and what to do if they experience or witness bullying or harassment in the workplace
- conduct training/refresher training for all managers and supervisors on how to investigate and resolve complaints of bullying or harassment.
Further information
For more information on Workplace Bullying refer to the following guides on the NT WorkSafe website: