Psychosocial Hazards – Bullying

Bullying is a psychological and physical hazard in itself. Workplace bullying is repeated, unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety.

Bullying is difficult to identify as it is often done in a way that prevents the perpetrator from being caught, that is why it is critical to have processes in place to make sure that a rogue manager can’t create issues and block things from being reported.

Let’s Look at an Example

Ben is a new apprentice who experiences threats, name-calling, physical harm as part of a “hazing” ritual when he starts his first job. Ben experiences extreme anxiety, unable to sleep and flashbacks causing him to be unable to work.

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Types of Bullying At Work

Verbal Abuse

This includes shouting, ridicule, name-calling, or persistent criticism that undermines a worker’s confidence and creates a hostile environment.

Social Exclusion

Bullying can also take the form of isolating someone from team activities, withholding information they need to do their job, or deliberately excluding them from workplace communication.

Cyberbullying

Harassment or intimidation through digital channels such as emails, text messages, or social media can be just as damaging as in-person abuse and is increasingly common in modern workplaces.

Work Sabotage

Some bullies intentionally set workers up to fail — for example, by giving unrealistic deadlines, excessive workloads, or deliberately withholding key resources and support.

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Organisational Responsibilities

Under WHS laws, employers have a duty to identify and manage psychosocial hazards in the workplace, including bullying.

This means conducting regular risk assessments to understand potential triggers, such as poor leadership practices, high workloads, or unclear role expectations.

Organisations should also develop and maintain a clear Bullying and Harassment Policy that outlines acceptable behaviour, reporting channels, and consequences for misconduct.

Training plays a crucial role — both leaders and employees need to understand what constitutes bullying, how to respond appropriately, and how to foster a respectful workplace culture.

In addition, employers must ensure there are fair, transparent, and confidential reporting and investigation procedures in place so that workers feel safe coming forward with concerns.

By embedding these measures into everyday practice, organisations not only meet their legal obligations but also create safer, healthier, and more inclusive work environments.

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