Bullying and Harassment Policy Template
Download a free workplace bullying and harassment policy template built for Australian WHS compliance.
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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Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
Does having an EAP meet an employer's psychosocial duty of care?+
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.