Handling Workplace Bullying Complaints
Simple Steps to Investigate and Resolve Complaints
Workplace bullying complaints contribute to a sharp rise in psychological injury claims across Australia—mental health conditions now account for 12% of serious workers' compensation claims (up 161% over the past decade, with a 14.7% increase in the latest year alone, Safe Work Australia).
Bullying and harassment feature prominently with unresolved issues leading to stress claims, low morale, high turnover, and even FWC orders or court action. In teams, where relationships are close-knit, these problems hit especially hard—eroding trust, productivity, and your positive culture quickly.
Common scenarios in Queensland small businesses include repeated belittling comments, exclusion from team discussions, unreasonable workload dumping, or intimidating behaviour that makes someone dread coming to work. What starts as tension can escalate to mental health impacts, sick leave spikes, or a formal stop-bullying application to the FWC.
The good news? You don't need complex systems and lots of your precious time to manage this, just prompt, fair, consistent steps that show you take reports seriously. Here are 5 simple, practical tips to handle bullying reports effectively and foster a positive, respectful culture in your business:
Step 1 – Encourage early reporting and have a clear process
Make it easy and safe for people to raise concerns. Have a practical bullying/harassment policy that defines bullying, clearly states it's not tolerated, and outlines how to report, plus assurances they'll be taken seriously, confidentially (as far as practicable) and without victimisation.
Tip: Discuss behaviour expectations at inductions and team meetings to proactively communicate standards. This will also demonstrate your positive duty obligation to ensure staff are aware of and understand what constitutes appropriate workplace behaviour.
Step 2 – Respond promptly and listen without judgment
Act fast—acknowledge the report within 24–48 hours and arrange a private, supportive chat. Frame it helpfully: "Thanks for raising this I've heard your concerns about [specific behaviour] and I want to understand what's happening so we can sort it out." Listen actively (take brief notes on key points), don't interrupt or defend immediately, and ask open questions to clarify. Reassure them you'll investigate fairly and keep them updated.
Tip: Being supportive isn't the same as agreeing—you only have one side of the story at this point, so hold off telling the person they have been wronged at this stage!
Step 3 – Investigate fairly and impartially
Gather facts objectively. Speak separately to the complainant, the accused and any witnesses, and ask for specifics (dates, examples, impacts). Avoid leading and closed questions like “Is it true that you spoke to Bill using a raised voice?” A better question “tell me about your relationship with Bill how that being going lately?”
If it's serious, you don’t have the time, or you're too close to those involved, consider an external investigator for impartiality. Aim to complete an investigation within weeks, not months as delays can worsen harm and perceptions of unfairness.
Step 4 – Resolve and follow up with clear actions
Decide outcomes based on what the investigation finds. Typical outcomes are an informal reminder for misunderstandings, coaching/behaviour expectations, formal warnings, or work arrangement changes. Communicate clearly to both parties (in writing where appropriate): what was found, actions taken, and expectations going forward.
Tip: Avoid comments like “make sure you tell me if there are any more issues." This places the responsibility back on the employee. A better way is for you to monitor progress yourself by asking the employee how things are going. It only takes a minute of your time and shows you have a real commitment to a safe, positive culture.
Step 5 – Prevent recurrence and build respect
Use the incident to strengthen your team: refresh policy reminders, run short team discussions on respectful behaviour (without naming individuals), or add training if patterns emerge and you think it is a knowledge issue rather than an attitude one. A culture where people feel heard and safe boosts morale and retention far more than ignoring issues ever could and is good business sense.
Remember: Employees deserve a workplace free from unreasonable behaviour, and you deserve a cohesive, productive team. Acting early, fairly, and consistently prevents small problems from becoming FWC matters or costly claims.
If a bullying report lands on your desk, things feel complex, or you're unsure how to investigate, reach out to us at We Are HR. We're Brisbane-based and specialise in helping local Queensland businesses handle these situations practically, confidentially, and safely - keeping your culture strong and risks low.
General Information Only The content on this website provides general tips and information about HR topics and is for informational purposes only. It is not legal advice, or tailored to your specific workplace, contract, award, agreement, or circumstances. Employment laws and obligations under the Fair Work Act can vary.
We do not guarantee the information is complete, accurate, current, or suitable for your needs. Do not rely on it as a substitute for independent professional advice or the Fair Work Ombudsman (www.fairwork.gov.au). We Are HR and its representatives disclaim all liability (to the extent permitted by law) for any loss or damage arising from use of or reliance on this information.
