Workplace bullying can have a significant impact on the well-being and productivity of your team. A survey by the Australian Workers’ Union found that half of the country's workers experience bullying in the workplace, highlighting just how widespread this problem is amongst workforces nationally.
Bullying at work occurs when a person or group treats another worker unfairly repeatedly. This can cause stress or psychological harm. This behaviour also creates a risk to health and safety. Examples of bullying include:
- Behaving aggressively towards others
- Teasing or playing practical jokes
- Pressuring someone to behave inappropriately
- Excluding someone from work-related events
- Unreasonable work demands
Organisations need an anti-bullying policy to deter workplace bullying and foster a safe, productive working environment.
“A good Anti-Bullying policy teaches your team what bullying is. It also explains the consequences of bullying. This helps stop the behaviour and protects your business from serious health and legal risks,” advises Steve Forster, Employment Law Expert at Xemplo.
Creating and sharing an anti-bullying plan can help team morale and productivity, Forster continues: “A strong Anti-Bullying policy that your team can access shows that you do not tolerate bullying behaviour. It should include training and guidance, with real-world examples. This way, your whole team can use the policy in daily situations when needed.”
What is an anti-bullying policy?
An anti-bullying policy establishes what bullying is at work and offers steps to handle bullying incidents. A well-drafted policy explicitly states a business’s commitment to providing a safe workplace free from bullying and harassment. It also provides clear rules on what constitutes bullying, how to handle complaints, as well as what support employees can get.
Why an anti-bullying policy is important
An effective anti-bullying policy helps to ensure a safe and compliant workplace by creating awareness across your team, and should clearly define:
- What ‘bullying’ means
Workplace bullying can occur in different ways. It can include name-calling, threats, and rude emails or text messages. Ignoring someone is another form of bullying. Ultimately, people consider repeated, unreasonable actions intended to intimidate, degrade, or humiliate an individual or group of employees a form of workplace bullying. - The procedures for dealing with instances or complaints of bullying
The policy outlines the steps the company will take when a complaint is made. This breaks down how to report bullying, how investigations will happen, and the possible consequences for those who bully others. - Who employees can talk to if they would like to make a complaint
The policy should name specific people or roles in your business who can help. This could be an HR Representative or a dedicated anti-bullying officer. Employees can go to them to report bullying or get advice.
What to include in an anti-bullying policy
An anti-bullying policy ideally includes the following elements:
- Introduction and statement of commitment
The organisation must demonstrate its commitment to a workplace free of bullying, highlighting the importance of a respectful and safe work environment. - Definition of workplace bullying
The policy should include a comprehensive definition of bullying, including examples of bullying behaviours. This will help employees understand the types of actions that are unacceptable. - Scope of the policy
The policy should clearly state who it applies to, such as employees, contractors, and visitors. Additionally, specify where it applies, including on company premises and off-site events. - Reporting procedures
The policy should include detailed instructions on how employees can report bullying incidents, including confidential reporting channels. - Investigation process
The policy should explain how the organisation will look into complaints, i.e. timelines and the role of investigators, organisational confidentiality. - Consequences of bullying
The policy should include potential disciplinary actions or consequences for employees engaging in bullying behaviour, ranging from counselling and warnings to termination of employment. - Support for victims
The policy should outline the support available to employees who experience bullying, such as counselling services, mediation, and external support organisations.
An effective policy is just the beginning
A comprehensive anti-bullying policy is crucial for fostering a positive and respectful workplace environment, though employees and management still need regular training and awareness programs. These can help them recognise, prevent, and address bullying effectively. Like all policies, however, anti-bullying policies should be reviewed regularly to ensure they stay compliant and relevant and follow HR best practices.
It almost goes without saying that navigating workplace policies can be tricky. That’s where Xemplo comes in: we’ve created a platform to simplify compliance.
Our policy documents are designed to be user-friendly so you can quickly implement them in your workplace. Our internal legal team has crafted these documents to ensure they meet all compliance requirements, allowing you to use them without any modifications. And in addition to our pre-approved policy documents, we offer training courses that can be customised to meet your specific needs (including anti-bullying policies and broader topics like workplace culture and employee well-being).
With Xemplo, you can ensure your workplace is compliant, safe, and supportive.
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