Quick Answer
To deal with psychological abuse in the workplace, recognise the signs, keep a dated record of every incident, raise it with the person only if it feels safe, and report it in writing to your manager or HR. Look after your health with support from your GP, an Employee Assistance Program or Beyond Blue. If it continues, you can take it to the Fair Work Commission, your state work health and safety regulator or an anti-discrimination body.
In this guide
Psychological abuse in the workplace can take many forms, including bullying, harassment, and manipulation. It can have serious consequences for both the individual being targeted and the overall work environment. Here are some tips on how to deal with psychological abuse in the workplace.
How to Deal With Psychological Abuse in the Workplace: 6 Steps
Work through these steps in order, and skip any step that does not feel safe:
- Recognise the signs: It can be difficult to identify psychological abuse, but some common signs include feeling belittled, threatened, or isolated by a co-worker or supervisor. If you are experiencing any of these feelings, it is important to take them seriously. Ask yourself whether the behaviour is repeated, whether it targets you, and whether it goes beyond reasonable management action, such as fair feedback on your work.
- Speak up: If you feel comfortable, consider talking to the person who is causing the abuse. It is important to be assertive but also respectful and calm. If the person causing the abuse is your supervisor, you might also consider talking to a supervisor or human resources representative. Keep it short and factual, for example: “When you criticised me in front of the team yesterday, it was humiliating. Please raise any concerns with me privately.” If your manager is the problem, our guide to psychological abuse by a manager covers what to do.
- Document the abuse: Keep a record of the incidents of abuse, including the date, time, and what was said or done. This can be helpful if you decide to take further action. Note who was there, save emails and messages, and record how it affected your health or work.
- Seek support: It is important to take care of yourself both emotionally and physically. Reach out to friends and family for support and consider speaking to a therapist or counsellor. If your employer has an Employee Assistance Program (EAP), it offers free and confidential counselling. You can also call Beyond Blue on 1300 22 4636, or Lifeline on 13 11 14 if you are in crisis.
- Be prepared for backlash: Unfortunately, it is not uncommon for the person causing the abuse to retaliate. Be prepared for this possibility and have a plan in place. Treating you badly because you made a complaint can be unlawful under the general protections in the Fair Work Act.
- Consider legal action: If the abuse is severe and persistent, and if the company is not taking appropriate action, you may want to consider legal action. Before you do, use the options below and get advice from the Fair Work Infoline (13 13 94), a union, a community legal centre or an employment lawyer.
What to Write in Your Evidence Log
A clear record makes your complaint easier to act on, and harder to dismiss. Write each entry as soon as you can after it happens:
| What to record | Details | Example |
|---|---|---|
| Date and time | When each incident happened | Tuesday 14 October, 9.30 am team meeting |
| What happened | The exact words or actions, as close as you can recall | Called my report “useless” and said I should look for another job |
| Who was there | Names of anyone who saw or heard it | Two team members |
| Evidence | Emails, chat messages, rosters or files that back it up | Screenshot of the chat message sent at 4.12 pm |
| Impact | How it affected your health, sleep or work | Could not sleep and took a sick day on Wednesday |
| What you did | Who you told and what they said or did | Emailed HR on Thursday, no reply yet |
Keep your log and copies of evidence somewhere private, such as a personal email account, not on a work device you could lose access to.
Where to Escalate Psychological Abuse in Australia
If talking to the person or your manager does not stop the abuse, you have other options. The Fair Work Ombudsman points to several places to get help. Here is how they compare:
| Option | Best for | What it can do |
|---|---|---|
| Your manager, HR or a health and safety representative | The first formal step in most workplaces | Look into your complaint under the workplace bullying or grievance policy and take action |
| A union or the Fair Work Commission’s Workplace Advice Service | Advice before you act (eligibility applies for the free Workplace Advice Service) | Explain your options and help you plan the next step |
| Fair Work Commission stop bullying order | You still work there, and the behaviour is repeated, unreasonable and a risk to your health and safety | Order the bullying to stop. It cannot award compensation |
| Your state or territory work health and safety regulator | Your employer is not managing the risk | Give advice and, where needed, inspect the workplace and take compliance action |
| Australian Human Rights Commission or your state anti-discrimination body | The abuse is linked to your sex, race, disability, age or another protected attribute | Help resolve your complaint through conciliation |
| Police | Threats, violence, stalking or damage to your property | Investigate possible crimes |
Work health and safety laws across Australia require employers to manage psychosocial hazards, such as bullying and harassment, like any other safety risk. In Victoria, new psychological health regulations started on 1 December 2025. If you have a work-related psychological injury, you may also be able to make a workers’ compensation claim. Our guide to what psychological abuse in the workplace is explains how the law defines it.
Why Acting Early Matters
Psychological harm tends to get worse the longer it goes on. Safe Work Australia data shows that mental health conditions made up 12% of serious workers’ compensation claims in 2023-24. In 2022-23, the median time off work for these claims was 35.7 weeks, almost 5 times the median for all serious claims. Harassment and workplace bullying were the most common cause of mental stress claims, at 33.2%.
Acting early, even with a quiet word or a first note in your log, gives you more options and a better chance of the behaviour stopping before your health suffers.
Final Thoughts
It’s important to remember that psychological abuse in the workplace is not your fault, and you deserve to be treated with respect and dignity. By being proactive and seeking help and support, you can take steps to protect yourself and create a better work environment for everyone.
For Employers: Stopping Psychological Abuse at Work
Employers have a duty to manage psychosocial hazards, and that includes acting quickly when someone raises a concern. Clear policies, trained managers and a safe way to report make the biggest difference. Sentrient’s workplace bullying training course helps staff and managers recognise unacceptable behaviour and know how to respond.
Frequently Asked Questions About Dealing With Psychological Abuse at Work
1. What is the first thing to do if you are being psychologically abused at work?
Start an evidence log straight away. Write down the date, time, what was said or done, who saw it and how it affected you. If you are in immediate danger or have been threatened with violence, call Triple Zero (000).
2. Should you confront someone who is psychologically abusing you?
Only if you feel safe. A short, calm message about the specific behaviour can stop some people. If the person is your manager, holds power over you or has been aggressive, skip this step and go straight to HR, a senior manager or a health and safety representative.
3. What can you do if HR ignores your complaint?
Put your complaint in writing and ask for a response by a set date. If nothing happens, raise it with a more senior manager, talk to your union or get advice from the Fair Work Commission’s Workplace Advice Service. You can also contact your state work health and safety regulator.
4. Can the Fair Work Commission stop psychological abuse at work?
Yes, if the behaviour meets the legal test for bullying: a person or group repeatedly behaves unreasonably towards you and it creates a risk to your health and safety. You must still be working there. The Commission can order the bullying to stop, but it cannot award compensation.
5. Can I take leave if psychological abuse is affecting my health?
Yes. Under the National Employment Standards, full-time employees get 10 days of paid personal leave a year, and part-time employees get a pro-rata amount. Your employer can ask for evidence, such as a medical certificate. Talk to your GP about your health and about any time you need off.
Sources
Fair Work Ombudsman, Bullying in the workplace
Safe Work Australia, Key Work Health and Safety Statistics Australia 2025
Premier of Victoria, New regulations start today to protect workers (1 December 2025)
Last reviewed: October 2026
This article is general information, not legal advice.
