Workplace bullying and harassment can affect employee wellbeing, workplace relationships and organisational culture.
A workplace bullying and harassment policy should clearly explain what behaviour is unacceptable, how employees are expected to interact, and what support is available when concerns arise. As part of effective workplace policies and procedures, it helps businesses establish consistent expectations and support broader HR compliance requirements.
Defining Unacceptable Workplace Behaviour
The foundation of a bullying and harassment policy is a clear explanation of behaviours that are not acceptable in the workplace.
Employees should understand that inappropriate conduct can include:
- repeated unreasonable behaviour towards another employee;
- intimidating or threatening actions;
- offensive or humiliating comments;
- unwanted sexual conduct;
- behaviour that targets a person because of personal characteristics.
Clear definitions help employees recognise inappropriate behaviour before it becomes a larger workplace issue.
Workplace Bullying Examples Employers Should Address
A policy should include practical examples so employees and managers can identify potential bullying behaviour.
Examples may include:
- repeatedly excluding someone from workplace activities without a valid reason;
- deliberately withholding important information needed to perform work;
- unreasonable criticism or personal attacks;
- creating unnecessary pressure through inappropriate behaviour;
- repeatedly undermining another employee’s role.
Examples should be relevant to everyday workplace situations rather than only focusing on extreme cases.
Harassment and Discrimination-Related Conduct
Bullying and harassment policies should also address conduct that may create an unsafe or unfair workplace environment.
This section may cover:
- sexual harassment;
- discriminatory comments or behaviour;
- offensive jokes or remarks;
- unwanted attention or contact;
- inappropriate conduct based on personal attributes.
Including these areas helps employees understand that respectful behaviour applies across all workplace interactions.
Employee Responsibilities Under the Policy
Employees should understand their role in maintaining appropriate workplace behaviour.
The policy should outline expectations such as:
- treating colleagues professionally;
- avoiding behaviour that may intimidate or offend others;
- raising concerns when inappropriate conduct occurs;
- cooperating with workplace processes when required.
A policy works best when employees understand that maintaining a respectful workplace is a shared responsibility.
Manager Expectations and Leadership Responsibilities
Managers have additional responsibilities because their actions directly influence workplace culture. Providing managers with appropriate workplace training and leadership training can help them recognise inappropriate behaviour and respond consistently.
A bullying and harassment policy should explain that managers are expected to:
- model appropriate workplace behaviour;
- address concerns raised by employees;
- avoid allowing inappropriate conduct to continue;
- promote respectful interactions within their teams.
Clear expectations help managers understand their role in preventing workplace issues.
Employee Support and Reporting Pathways
Employees need to know where they can seek assistance if they experience or witness bullying or harassment. Depending on the workplace structure, this may include access to internal HR support, employee assistance counselling, or other wellbeing resources.
The policy should provide information about:
- available reporting contacts;
- internal support options;
- how employees can raise concerns;
- alternative reporting options where appropriate.
Accessible support pathways encourage employees to address concerns early.
Fair Treatment During Workplace Concerns
A bullying and harassment policy should explain the importance of fair treatment when concerns are raised. For more complex workplace matters, businesses may also rely on structured workplace investigations and appropriate workplace processes to address concerns.
This includes:
- treating all parties respectfully;
- avoiding assumptions before concerns are reviewed;
- protecting employees from unfair treatment after raising issues;
- maintaining appropriate confidentiality.
These principles help businesses manage sensitive workplace matters in a consistent way.
Conclusion
A workplace bullying and harassment policy should clearly define unacceptable behaviour, explain employee responsibilities and provide guidance for managing workplace concerns.
workplace environment where employees understand their responsibilities and feel confident raising concerns when needed. Clear policies also support stronger workplace relations and help businesses maintain a consistent approach to managing employee concerns.
