Bullying and Harassment Policy Template

What's in this workplace bullying and harassment policy template?

A customisable policy template covering everything Australian organisations need to meet their obligations on discrimination, bullying, harassment, and sexual harassment. Includes:

• Purpose, scope, and organisational commitment
• Full legislative framework — Sex Discrimination Act, Respect@Work Act 2022, WHS/OHS legislation, Fair Work Act, and more
• Roles and responsibilities across senior leaders, managers, and all workers
• Definitions of unacceptable conduct — discrimination, bullying, sexual harassment, and victimisation
• Reporting pathways including anonymous reporting and external escalation options
• Response and investigation procedures based on natural justice principles
• Psychosocial risk management framework aligned to WHS obligations
• Support services section including EAP, 1800RESPECT, and crisis lines
• Breaches and consequences including disciplinary and legal referral pathways
• Document control table and customisation prompts throughout

How to use this resource

Download the template, insert your organisation's details — name, complaint officer, reporting mechanisms, EAP provider, and review dates — and adjust the wording to suit your structure and existing WHS systems.

Consult with workers prior to implementation as required under WHS legislation, get sign-off from senior leadership, then share it with your workforce and integrate it into your WHS documentation and induction processes.

Keep the completed policy on file. When regulators investigate, a signed, dated policy demonstrating your organisation's commitments, procedures, and proactive approach to unlawful conduct is evidence you took these obligations seriously before harm occurred.

Why having a bullying and harassment policy matters

Under the Respect@Work Act 2022, Australian employers have a positive duty to proactively eliminate sexual harassment, sex discrimination, and victimisation — not just respond after the fact. The same legal weight applies to bullying and psychosocial hazards under WHS/OHS legislation. Same enforcement. Same penalties.

A policy doesn't just demonstrate intent — it establishes the responsibilities, procedures, and accountability structures that prove your organisation is actively managing the risk.

Without one, there's no documented framework. No clear reporting pathway. No evidence for regulators or courts that unlawful conduct was treated as anything more than a values statement.

FAQs

Does this policy cover sexual harassment separately from bullying?

‍Yes. The template addresses both as distinct forms of unacceptable conduct with their own legal definitions, and reflects the heightened obligations under the Respect@Work Act 2022 — including the positive duty to proactively prevent sexual harassment, not just respond to it.

Is a policy enough to satisfy our legal obligations?

‍No — and be cautious of anything that suggests it is. A policy documents your commitment and establishes procedures. You still need to consult with workers, identify psychosocial hazards, train your managers, and respond promptly when concerns are raised. The policy is the foundation. The work happens after.

Does it need to be reviewed?

‍The template is built on current Australian legislation and covers the key federal and state/territory frameworks. We recommend having it reviewed by a qualified legal or HR practitioner before implementation, particularly if your industry or workforce has specific risk factors.

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