Product Overview

Summary: This Bullying Prevention Safe Operating Procedure provides a clear, practical framework for identifying, reporting and managing workplace bullying in line with Australian WHS requirements. It helps organisations build a psychologically safe workplace, reduce legal and reputational risk, and give leaders and workers a consistent, defensible process for responding to unacceptable behaviour.

Workplace bullying is a critical WHS risk in Australia, with serious consequences for psychological health, staff retention and organisational reputation. This Bullying Prevention Safe Operating Procedure sets out a structured, step‑by‑step approach for preventing, responding to and monitoring bullying behaviours in the workplace. It translates legislative duties into clear actions for leaders, workers and health and safety representatives, ensuring that everyone understands what bullying is, what it is not, and how concerns must be raised and handled.

The procedure supports organisations to move beyond ad‑hoc or reactive responses by defining consistent pathways for reporting, triage, investigation, documentation and follow‑up. It integrates prevention strategies such as leadership behaviours, consultation, training, role design and workload management with early intervention and formal resolution options. By implementing this SOP, businesses can demonstrate due diligence under WHS laws, reduce the risk of workers’ compensation claims and Fair Work disputes, and foster a culture where workers feel safe to speak up and are confident that issues will be managed fairly, confidentially and in a timely manner.

Key Benefits

• Ensure compliance with Australian WHS duties relating to psychosocial hazards and workplace bullying.
• Reduce the likelihood of psychological injury, workers’ compensation claims and Fair Work or regulator complaints.
• Standardise how bullying concerns are reported, assessed, documented and resolved across the organisation.
• Strengthen organisational culture by setting clear behavioural expectations and consequences for misconduct.
• Provide managers and HSRs with practical, defensible steps to follow when bullying is alleged or observed.

Who is this for?

• Business Owners
• Directors and Officers (PCBU representatives)
• HR Managers
• People and Culture Managers
• WHS Managers and Advisors
• Health and Safety Representatives (HSRs)
• Line Managers and Supervisors
• Team Leaders
• Return to Work Coordinators
• Union Delegates
• Risk and Compliance Managers

Hazards Addressed

• Psychological injury arising from repeated unreasonable behaviour
• Stress, anxiety and depression linked to workplace bullying
• Social isolation, exclusion and humiliation in the workplace
• Conflict escalation and aggression between workers or teams
• Retaliation or victimisation of workers who raise concerns
• Deterioration of team cohesion and communication leading to further safety risks

Included Sections

• 1.0 Purpose and Scope
• 2.0 Definitions (Bullying, Reasonable Management Action, Victimisation, Psychosocial Hazard)
• 3.0 Legal and Regulatory Framework
• 4.0 Roles and Responsibilities (PCBU, Officers, Managers, Workers, HSRs, HR)
• 5.0 Behavioural Standards and Examples of Bullying and Non‑Bullying Conduct
• 6.0 Risk Management of Psychosocial Hazards (Identification, Assessment and Control)
• 7.0 Prevention Strategies (Leadership, Culture, Communication and Training)
• 8.0 Reporting Pathways (Informal and Formal Reporting Options)
• 9.0 Initial Response, Triage and Risk Assessment of Reports
• 10.0 Informal Resolution and Early Intervention Processes
• 11.0 Formal Investigation Procedure (Planning, Interviews, Evidence, Findings)
• 12.0 Confidentiality, Privacy and Recordkeeping Requirements
• 13.0 Outcomes, Corrective Actions and Performance Management
• 14.0 Support for Affected Workers (EAP, Adjustments, Return to Work Considerations)
• 15.0 Managing Conflicts of Interest and Procedural Fairness
• 16.0 Communication, Consultation and Worker Engagement
• 17.0 Training, Induction and Awareness Requirements
• 18.0 Monitoring, Review and Continuous Improvement
• 19.0 Escalation to External Agencies (Regulators, Fair Work Commission, Police where applicable)
• 20.0 Document Control and Version History

Legislation & References

• Work Health and Safety Act 2011 (Cth and state/territory equivalents)
• Work Health and Safety Regulations 2011 (and state/territory equivalents) – Psychosocial risk duties
• Safe Work Australia – Model Code of Practice: Managing psychosocial hazards at work
• Safe Work Australia – Guide: Preventing workplace bullying
• Fair Work Act 2009 – Stop Bullying Orders (Fair Work Commission)
• AS/NZS ISO 45001:2018 Occupational health and safety management systems
• Australian Human Rights Commission guidelines on harassment and discrimination