Top 10 Workplace Bullying And Harassment Training Courses In Australia 2026

Choosing workplace bullying and harassment training looks like a procurement decision and is really a legal one.

Between 2022 and 2024 the obligations on Australian employers changed more than they had in the previous decade, and a course written before those changes will not cover them.

This guide starts with what the law now requires, says plainly what training can and cannot do, and then compares ten providers on the things that can actually be verified: where they are built, how they deliver, and whether their content was written for Australian law or adapted to it.

What Australian Law Now Requires

Most articles about workplace bullying and harassment training skip the law and go straight to the provider list.

That is backwards, because the law changed substantially between 2022 and 2024, and it changed in a way that decides what your training actually has to do.

The shift is from reacting to preventing, and it changes what workplace bullying and harassment training is for.

It is no longer enough to investigate properly after a complaint. You are expected to have taken steps beforehand.

This is a general summary as at July 2026, not legal advice. Obligations differ by state and territory and by the type of work you do. Confirm your position with a qualified adviser.

Training Alone Is Not Compliance

This needs saying plainly, because a lot of workplace bullying and harassment training marketing implies otherwise, and some of it has appeared on this very page in the past.

No course makes an organisation compliant. Under the positive duty, training sits inside one of the seven standards the Australian Human Rights Commission uses to assess you, the one it calls knowledge.

The other six are about leadership, culture, risk management, support, reporting and response, and monitoring.

Running a module and filing the completion certificate addresses a fraction of what you are being measured on.

What training does do, and it is not nothing, is three things. It gives people a shared, accurate understanding of what the behaviour actually is.

It tells them what to do when they see it. And, if it is delivered through a system that keeps records, it produces evidence that you took a reasonable step, which is exactly the kind of evidence the AHRC expects to see.

So the honest way to think about a course is as one control among several, and the honest way to evaluate a provider is by asking whether their content reflects the law as it stands now, and whether you will be able to prove you delivered it.

What Good Training Actually Covers

Course outlines in this category look similar and are not. These are the things that separate content written after December 2023 from content that merely says it was updated.

• The positive duty, explained as a duty: Not a mention. What reasonable and proportionate measures means, and that the obligation is to prevent rather than to respond.
• The line between bullying and reasonable management action: Repeated unreasonable behaviour creating a risk to health and safety is bullying. Performance management carried out reasonably is not. Most training explains this badly, and it is the distinction managers most need.
• What sexual harassment is, in law, since March 2023: Prohibited in connection with work, with no need to prove a health and safety risk because it is treated as a known one.
• Bystander behaviour. What to do when you witness something. This is where culture actually changes, and where most awareness training stops short.
• How to report, and what happens next: If people finish the course not knowing who to tell, the course failed regardless of the completion rate.
• Psychosocial hazards framed as hazards: Bullying and harassment sit alongside high job demands and low support as risks to be identified and controlled, not incidents to be investigated after the fact.
• Australian scenarios: Content adapted from a United Kingdom or United States original will use their examples and their thresholds.
• Separate manager content: Managers respond to complaints and carry different obligations. A single all-staff module cannot do both jobs.

Ask a provider to walk you through how they treat two of these, ideally the positive duty and the reasonable management action line. The answer will tell you more than any feature list.

What to Ask Before You Buy

• When was this content last reviewed, by whom, and against what change in the law?
• How do you handle the positive duty and the psychosocial hazard codes?
• Do you offer separate manager and supervisor content?
• What does the completion record contain, and how long is it retained?
• Can we see a sample module before committing to a whole workforce?

How We Ranked These 10

Every provider below had to earn a place on a list of workplace bullying and harassment training for Australian organisations, not just a list of courses.

• Built for Australian law, or adapted to it: Three of the ten are overseas providers. They are good at what they do, and we have said so, but the positive duty and the state psychosocial hazard codes have no equivalent in the United Kingdom or the United States. That is a material difference and it drives the ranking.
• Delivery that matches the risk: An online module and a facilitated session with actors are not substitutes for each other. Each entry says which it is.
• Whether it produces evidence: A completion record you cannot find in two years is not evidence.
• No star ratings, deliberately: Training providers are not software, and most of these have no citable user rating. Publishing a rating for two of them and a blank for eight would mislead more than it informed, so the comparison is on axes we can actually verify: origin, delivery mode and Australian legal fit.

The 10 Best Workplace Bullying and Harassment Training Providers in Australia

1. Sentrient

Sentrient is an Australian compliance platform with legally endorsed workplace bullying and sexual harassment courses, with separate manager and supervisor versions, Respect at Work training and psychological safety content. The courses are written for Australian law rather than adapted to it.

Why it leads: The difference is what happens after the course. Completion records, policy acknowledgement and incident reporting sit in the same system, so the records management of what you did, and when, is produced as a by-product rather than reconstructed later.

Under the positive duty that record is the point. Sentrient is used by more than 1,000 Australian organisations, is rated 4.7 on Capterra, and is typically operational within about seven days.

Best for: Organisations that need training and the evidence trail in one place

Delivery: Online, self-paced. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: It is online and self-paced. If your risk assessment calls for facilitated, in-person work with a team in conflict, you will want a face-to-face provider alongside it

2. Safetrac

Safetrac is a Melbourne-based compliance training provider with more than two decades in the Australian market.

Its anti-bullying and anti-harassment course is built around recognising, preventing and responding to the behaviour, and its content is maintained against current Australian legislation.

Best for: Organisations that want legally reviewed content from a long-established provider

Delivery: Online. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: It is a compliance training specialist rather than an HR platform, so completion records may need to be reconciled with whatever system holds the rest of your employee file

3. iHR Australia

iHR Australia delivers facilitated anti-discrimination, bullying and harassment training for leaders and teams, developed by workplace relations specialists.

Its distinguishing feature is the use of professional actors to play out workplace scenarios, which surfaces the ambiguous, borderline behaviour that a multiple-choice module cannot.

Best for: Teams that need facilitated, scenario-based work rather than a module

Delivery: In person and virtual, facilitated. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: Facilitated delivery costs more than online modules and is quoted per engagement, so it is harder to run across a whole workforce annually

4. SmartCulture

SmartCulture positions its work around psychological safety rather than compliance alone, with programs covering bullying prevention, harassment and bystander intervention.

That framing lines up neatly with the WHS psychosocial hazard duties, which treat bullying as a risk to be controlled rather than an incident to be investigated.

Best for: Organisations approaching this as a psychological safety problem

Delivery: Online and facilitated. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: A culture-led approach takes longer to show results than a completion report, which can be uncomfortable if you need evidence quickly

5. Australian HR Institute (AHRI)

AHRI is the professional body for HR practitioners in Australia, and its training carries that credibility.

Its perspective is broader than a single course: bullying and harassment are treated as connected to leadership behaviour and organisational design rather than as isolated incidents.

Best for: HR teams that want training carrying professional weight

Delivery: Online and facilitated. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: It is aimed primarily at HR and people leaders rather than at rolling out awareness training to an entire workforce

6. Aveling

Aveling is a registered training organisation (RTO 50503) with a long history in Australian workplace training, and its bullying and harassment awareness course is offered in a blended format.

It is a sensible pick for construction, mining, resources and other site-based environments where a purely desk-based module lands badly.

Best for: Industrial and site-based workforces

Delivery: Blended, online and face to face. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: Its strength is industrial and site-based settings. An office-based professional services firm may find the framing does not fit

7. KINNECT Training

KINNECT comes from an occupational health background, and it shows in the way its anti-bullying and harassment training connects behaviour to both psychological and physical wellbeing.

The emphasis is on early warning signs and intervening before something escalates, which is the right instinct under a hazard-control framework.

Best for: Organisations linking behaviour to health and wellbeing

Delivery: Online. Origin: Australian. Australian legal fit: Australian-built.

Watch out for: The occupational health framing is a strength in health, care and industrial settings, and less natural elsewhere

8. iHASCO

iHASCO built its reputation in the United Kingdom on genuinely well-produced video content, and the difference in quality is obvious next to most compliance e-learning.

It offers Australian-adapted versions of its courses.

Best for: Organisations that will not tolerate poor production quality

Delivery: Online. Origin: United Kingdom. Australian legal fit: Adapted for Australia.

Watch out for: It is adapted for Australia rather than built here.

Ask specifically how the content treats the positive duty under the Sex Discrimination Act and the WHS psychosocial hazard duties, because those have no direct United Kingdom equivalent

9. High Speed Training

High Speed Training is built around short, modular content designed for fast completion without losing the substance.

If your problem is that nobody finishes the training, that is a real and underrated advantage.

Best for: Organisations that need short modules and fast completion

Delivery: Online, microlearning. Origin: United Kingdom. Australian legal fit: Adapted for Australia.

Watch out for: It is a United Kingdom provider. Verify that the Australian legal content is current before you rely on it as evidence of your training obligations

10. J. J. Keller

J. J. Keller is a long-established United States compliance training business with deep industry-specific content, particularly in transport, construction and manufacturing, and it frames workplace behaviour as a safety issue rather than an HR one. That framing travels well.

Best for: Multinationals wanting one provider across several countries

Delivery: Online. Origin: United States. Australian legal fit: Adapted for Australia.

Watch out for: The legal framework it was built for is American.

Australian obligations, particularly the positive duty and the state psychosocial hazard codes, have no United States equivalent, so treat any Australian content as adapted and verify it

How to Choose Workplace Bullying and Harassment Training

Ask whether the content covers the positive duty

This is the fastest way to find out whether a course is current.

The positive duty is the single biggest change in this area in a decade, it has been enforceable since December 2023, and it has no United Kingdom or United States equivalent.

If a provider cannot tell you how their content treats it, the content predates it.

Train managers separately

Workplace bullying and harassment training cannot be one-size-fits-all.

Managers carry different obligations and face different situations, and the distinction between bullying and reasonable management action is one they have to get right under pressure.

A single all-staff module cannot do both jobs. Sentrient, iHR Australia and AHRI all separate the two, and any provider worth using will.

Match the delivery to the risk

Workplace bullying and harassment training comes in two shapes and they are not substitutes.

If you have a general awareness obligation across two hundred people, an online module is the right instrument.

If you have a specific team where something has gone wrong, a facilitated session is.

Buying the wrong one is how organisations end up having run training and still having the problem.

Check what happens to the record

Good workplace bullying and harassment training produces a record. Ask where it is stored, how long for, and how quickly you could produce it.

Under the psychosocial hazard framework you may need to show that you identified the risk and controlled it. A certificate in an inbox is not a control.

Then do the other six things

Training is one standard of seven. The other six are leadership, culture, risk management, support, reporting and response, and monitoring.

A provider selling you a course is not selling you a defence, and any that implies otherwise should be treated with suspicion.

Where Sentrient Fits

Sentrient’s case here is specific and limited. Its compliance courses are legally endorsed and written for Australian law, and they sit inside a compliance system that also holds policy acknowledgement, incident reporting and the training records.

That means the training, the policy sign-off and the incident history are in one place when someone asks for them.

Sentrient is not the right workplace bullying and harassment training for every situation.

If a team is already in conflict, facilitated work from iHR Australia will do more than a module.

If your workforce is site-based, Aveling’s blended format may land better. Sentrient’s argument is for the organisation that needs to train a whole workforce, keep it current, and be able to show its working.

The Bottom Line

The law moved. Workplace bullying and harassment training that was written before December 2023 does not reflect the positive duty, and training written outside Australia was never built for it at all.

That is the first question to ask any provider, and it eliminates a surprising number of them.

Beyond that, be honest with yourself about what workplace bullying and harassment training actually buys you.

A course gives people a shared understanding and gives you evidence that you took a step. It does not, on its own, discharge a duty that has seven parts.

The organisations that get into trouble are rarely the ones that never ran training. They are the ones that ran training and thought that was the job finished.

Frequently Asked Questions

1. Is workplace bullying and harassment training a legal requirement in Australia?

There is no single law that says every employer must run a bullying and harassment course. But under the positive duty in the Sex Discrimination Act, employers must take reasonable and proportionate measures to eliminate sexual harassment and sex discrimination, and under work health and safety law they must identify and control psychosocial hazards, which include bullying and harassment. Training is one of the reasonable measures regulators expect to see. In practice, not training your staff is very difficult to defend.

2. What is the positive duty and how does it affect training?

The positive duty, in section 47C of the Sex Discrimination Act 1984, requires organisations to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment and hostile workplace environments as far as possible. It is a duty to prevent rather than only to respond. The Australian Human Rights Commission has been able to enforce it since 12 December 2023 and assesses organisations against seven standards. Training addresses one of those standards, knowledge. It does not satisfy the duty on its own.

3. Does completing a training course make my organisation compliant?

No. Training is one control among several. Under the positive duty it addresses one of the seven standards the Australian Human Rights Commission uses, and the other six cover leadership, culture, risk management, support, reporting and response, and monitoring. A provider that implies a course makes you compliant is overstating what a course can do.

4. What is the difference between bullying and reasonable management action?

Bullying, under the Fair Work Act, is repeated unreasonable behaviour towards a worker that creates a risk to health and safety. Reasonable management action carried out in a reasonable manner is not bullying, even if the employee finds it upsetting. Performance management, allocating work and giving fair feedback are management actions. The distinction turns on whether the action was reasonable and whether it was carried out reasonably, and it is the point most training explains poorly.

5. Can an employee take bullying to the Fair Work Commission?

Yes. A worker who reasonably believes they have been bullied at work can apply to the Fair Work Commission for an order to stop the bullying. Separately, since 6 March 2023, sexual harassment in connection with work is prohibited under the Fair Work Act and the Commission can deal with those disputes and make orders to stop it. Applications about bullying and about sexual harassment are made separately.

6. Are bullying and harassment psychosocial hazards?

Yes. Under work health and safety law they are psychosocial hazards, which means you have to identify them, assess the risk and control it, in the same way you would manage a physical hazard. Codes of Practice on managing psychosocial hazards now apply in most states and territories, following amendments to the model Work Health and Safety Regulations in June 2022, adopted at different dates in each state and territory.

7. How often should workplace bullying and harassment training be delivered?

There is no legislated frequency. Most Australian organisations run it at induction and then refresh it annually, and refresh it out of cycle when the law changes, when an incident occurs, or when a team’s circumstances change. The more useful question than how often is whether you could show, today, who has completed current training and when.

8. Should managers do different training from staff?

Yes. Managers have to recognise behaviour, respond to complaints, and stay on the right side of the line between performance management and bullying. Those are different skills from general awareness, and they carry different consequences when they go wrong. Any credible provider offers a separate manager or supervisor course.

9. Is online training as good as face-to-face?

They do different jobs. Online modules are the practical way to give a whole workforce a consistent, current, recorded baseline. Facilitated sessions, particularly scenario-based ones, are better at surfacing the ambiguous behaviour people actually struggle with, and at working with a team where something has already gone wrong. Most organisations that get this right use both, for different purposes.

10. What records should we keep of bullying and harassment training?

Who completed it, which version of the course, on what date, and what the content covered. Under the psychosocial hazard framework you may need to show that you identified the risk and took steps to control it, and under the positive duty the Australian Human Rights Commission may ask what reasonable measures you took. Keeping training records inside the system that also holds your policies and incident reports makes that considerably easier than reconstructing it from certificates.

Sources

• Australian Human Rights Commission: the positive duty under the Sex Discrimination Act
• Fair Work Ombudsman: new workplace sexual harassment laws
• Fair Work Ombudsman: bullying, sexual harassment and discrimination at work
• Fair Work Commission: bullying
• Safe Work Australia: psychosocial hazards

Related Reading

• What Is Bullying and What Is Conflict in the Workplace?
• 7 Steps to Investigate a Complaint of Workplace Bullying
• 6 Considerations for Supervisors and Managers When Responding to Workplace Bullying
• Zero Tolerance for Workplace Bullying
• Understanding the Evolution of Respect at Work

Disclaimer: This article is general information only and is not legal advice. It summarises Australian obligations as at July 2026, including the positive duty under the Sex Discrimination Act 1984, the Fair Work Act provisions on bullying and sexual harassment, and work health and safety duties relating to psychosocial hazards. These obligations differ by state and territory and by the nature of your work, and they change. Confirm your own obligations with the relevant regulator or a qualified legal adviser. Completing training does not, by itself, discharge an employer’s legal duties. If you are experiencing bullying or harassment at work, support is available through the Fair Work Commission, your state work health and safety regulator, and the Australian Human Rights Commission.