Here’s an uncomfortable truth: Australia ranks among the worst countries globally for workplace harassment. According to the Lloyd’s Register Foundation World Risk Poll, nearly half of all Australian workers (49%) have experienced some form of workplace violence or harassment in their lifetime, more than double the global average of 21%.
Let that sink in for a moment. If you’re sitting in a meeting with ten colleagues right now, statistically, five of you have dealt with workplace harassment. That’s not a workplace culture problem; that’s a workplace culture crisis.
But here’s the thing: psychological harassment doesn’t always look like shouting matches or blatant bullying. Sometimes it’s subtle. Sometimes it’s wrapped up in “just banter, mate” or “that’s just how things work around here.” And sometimes, victims don’t even realise they’re being harassed until their mental health starts tanking.
This guide cuts through the noise. We’re diving deep into what psychological harassment looks like, how to spot it before it escalates, and what you can do about it whether you’re experiencing it yourself, witnessing it, or trying to prevent it in your workplace.
No fluff. No corporate jargon. Just straight-up, evidence-based information from trusted Australian sources that could genuinely help you create a healthier workplace.
What Exactly Is Psychological Harassment?
Let’s start with the basics.
Psychological Harassment in the workplace refers to repeated behaviour that harms a person’s mental well-being, dignity, or sense of safety. Safe Work Australia recognises it as a psychosocial hazard because it threatens mental health and can cause long-term psychological injury.
The keyword here is repeated. We’re not talking about your boss having one bad day and snapping at you. We’re talking about patterns of behaviour designed to belittle, control, intimidate, or destabilise someone over time.
Think of it like death by a thousand paper cuts. One isolated incident might sting momentarily, but consistent mistreatment is more damaging. That leaves lasting scars you can’t see.
The Legal Framework in Australia
Australian law takes psychological harassment seriously, even if enforcement doesn’t always feel that way. Under Work Health and Safety (WHS) legislation, employers have a legal duty to eliminate or minimise psychosocial risks, including harassment and bullying.
The Fair Work Commission (FWC) defines workplace bullying as repeated, unreasonable behaviour that creates a risk to health and safety. If you’re experiencing this, you can apply to the FWC for a stop-bullying order, provided you’re still employed and meet the eligibility criteria.
The Australian Human Rights Commission (AHRC) also protects against harassment based on sex, race, disability, age, and other protected characteristics. This means harassment isn’t just a workplace issue; it’s a discrimination issue when it targets someone based on who they are.
Here’s where it gets interesting: unlike bullying, harassment doesn’t need to be repeated. A single serious incident can qualify as harassment if it’s severe enough and relates to a protected characteristic.
The Shocking Statistics You Need to Know
Remember that 49% figure from earlier? It gets worse.
According to Safe Work Australia’s compensation data, female employees file harassment and bullying claims at more than twice the rate of their male colleagues. Between 2016-17 and 2018-19, women submitted claims at a frequency rate of 23.9 per million hours worked compared to just 9.3 for men.
The Lloyd’s Register Foundation report found that 41.9% of Australian respondents experienced psychological harassment at work. Of those who experienced it, 79% confirmed repeat occurrences defined as three or more instances. That’s not a one-off bad day. That’s a pattern.
Industries with the highest rates? Public safety services (69.9 per million hours), residential care services (68.5), and civic professional services (66.6) top the list. But don’t think you’re safe if you work elsewhere, psychological harassment cuts across every industry, every pay grade, and every job title.
And here’s a bleak statistic: only 18% of people who experienced workplace sexual harassment in the past five years made a formal report. Of those brave enough to report, one quarter said it resulted in no consequences for the harasser.
Yep. You read that right. People summon the courage to speak up, navigate complex reporting systems, and risk professional retaliation only to watch nothing happen.
How to Identify Psychological Harassment: The Warning Signs
Identifying psychological harassment isn’t always straightforward, especially when you’re the one experiencing it. Your brain does funny things when you’re under stress. You might second-guess yourself, wonder if you’re “too sensitive,” or convince yourself it’s not “that bad.”
Let’s clear that up right now: if it’s affecting your mental health, it’s bad enough to address.
Common Behaviours That Cross the Line
Psychological harassment can take many forms. Here’s what it actually looks like in practice:
- Verbal abuse and insults: Yelling, swearing, name-calling, or making belittling comments. This includes subtle digs disguised as “jokes” that always seem to target the same person.
- Intimidation and threats: Making someone fear for their job security, threatening retaliation, or using aggressive body language. Sometimes this manifests as ominous hints, such as “people who complain here don’t tend to last long.”
- Isolation and exclusion: Deliberately leaving someone out of meetings, social events, or necessary communications. Giving someone the silent treatment or encouraging others to do the same.
- Excessive criticism or micromanagement: Setting impossible standards, constantly finding fault, or monitoring every move to an unreasonable degree. We’re not talking about standard performance management; we’re talking about nitpicking designed to undermine confidence.
- Taking credit or sabotaging work: Stealing ideas, claiming someone else’s achievements, or actively interfering with their ability to do their job. This includes withholding information needed to complete tasks.
- Spreading rumours or gossip: Damaging someone’s reputation through lies, innuendo, or sharing private information without consent. The workplace grapevine can be weaponised.
- Public humiliation: Dressing someone down in front of colleagues, deliberately embarrassing them in meetings, or sharing confidential information inappropriately.
- Unrealistic demands: Assigning impossible workloads with unreasonable deadlines specifically to set someone up for failure. Then criticise them for not meeting those impossible standards.
What Reasonable Management Action Looks Like (Because That Matters)
Here’s where things get nuanced. Not all uncomfortable workplace interactions constitute harassment. Fair Work explicitly states that reasonable management action carried out reasonably is not bullying.
This includes:
- Setting reasonable performance standards and monitoring them
- Providing constructive feedback about work performance
- Informing someone about unsatisfactory performance
- Directing someone to perform duties within their job description
- Making decisions about restructuring or redundancy processes
The critical factor is how these actions are carried out. If your manager gives you crucial feedback by screaming at you in front of the whole office, that’s not reasonable. If they schedule a private meeting, explain specific concerns, and discuss improvement strategies, that’s management.
The difference matters because conflating the two dilutes the seriousness of actual harassment.
The Real Impact on Mental Health
Let’s discuss the impact of psychological harassment on individuals. The effects extend far beyond “having a bad day at work.”
Research consistently shows that workplace harassment contributes to:
- Mental health conditions: Anxiety, depression, post-traumatic stress disorder (PTSD), and other psychological injuries. According to Safe Work Australia, mental stress claims have been rising significantly, with harassment and bullying representing a substantial subset.
- Physical health problems: Stress-related conditions, including headaches, sleep disturbances, high blood pressure, and weakened immune systems. Your body doesn’t distinguish between physical and psychological threats; it just knows you’re under attack.
- Relationship difficulties: Bringing work stress home damages personal relationships. Partners and family members often report feeling helpless watching someone they love deteriorate from workplace harassment.
- Career impacts: Decreased job performance, increased absenteeism, and higher turnover. Some people abandon careers they trained for years because the harassment becomes unbearable.
- Financial consequences: Medical bills, potential loss of income, and reduced earning capacity if psychological injury becomes severe.
- The median time lost from work for harassment and bullying compensation claims sits at 14.8 weeks. That’s nearly four months of someone’s life disrupted because of behaviour that should never have happened in the first place.
How to Prevent Psychological Harassment: Employer Responsibilities
Creating a harassment-free workplace isn’t rocket science, but it does require genuine commitment. Here’s what works, backed by Safe Work Australia’s guidance and research.
1. Develop Clear Policies and Procedures
Every workplace needs explicit policies that define psychological harassment, outline reporting mechanisms, and detail consequences for perpetrators. However, here’s the catch: policies are meaningless if they sit gathering dust in a drawer somewhere.
Your policy should:
- Clearly define what constitutes harassment and provide examples
- Explain reporting options, including informal, formal, and anonymous mechanisms
- Guarantee protection from retaliation for people who report
- Outline investigation processes and timeframes
- Specify consequences for proven harassment
- Identify support services available to affected workers
More importantly, every single person in your organisation needs to know these policies exist and how to access them. That means regular training, not just ticking a box during onboarding and never mentioning it again.
2. Foster a Positive Workplace Culture
Culture isn’t created by motivational posters in the break room. It’s shaped by what leadership tolerates, rewards, and role models.
If your top performer is also your biggest bully, what message does that send? If people who report harassment mysteriously stop getting promoted, what does that tell everyone else?
Safe Work Australia’s research identifies poor organisational culture as one of the main hazards contributing to bullying. Creating a positive culture means:
- Leadership modelling respectful behaviour
- Recognising and rewarding positive interactions
- Addressing inappropriate behaviour immediately, regardless of who’s involved
- Encouraging open communication and psychological safety
- Promoting work-life balance to reduce stress-related aggression
3. Provide Comprehensive Training
Training isn’t just about telling people, “Don’t harass your colleagues” (although, frankly, it’s depressing we need to say that at all). Practical training helps people:
- Recognise harassment in its various forms
- Understand their legal rights and responsibilities
- Learn appropriate communication and conflict resolution skills
- Practice bystander intervention techniques
- Navigate reporting processes confidently
According to the 2022 Time for Respect survey, only two in five Australians had attended sexual harassment training. That’s pathetic. You can’t expect people to prevent or respond to something they’ve never been taught to recognise.
4. Implement Risk Assessment Processes
Safe Work Australia recommends systematic approaches to identifying psychosocial hazards before they cause harm.
This means:
- Regularly surveying workers about their experiences
- Analysing incident reports for patterns
- Reviewing work design for factors that increase harassment risk
- Monitoring workplace relationships and team dynamics
- Conducting entry and exit interviews
- Tracking absenteeism and turnover data
Think of it like fire safety. You don’t wait for the building to burn down before installing smoke detectors. You identify fire risks, implement controls, and monitor continuously.
5. Establish Multiple Reporting Channels
The 2022 sexual harassment survey revealed that fewer than one in five people who experienced harassment made a formal report. Why? Because reporting systems are often intimidating, complicated, or result in retaliation.
Workers need options:
- Informal resolution through facilitated conversations
- Formal complaints through HR or management
- Anonymous reporting mechanisms for those who fear retaliation
- External reporting to unions, regulators, or the Fair Work Commission
- Access to confidential counselling and support services
Remove barriers. Make it easy. Respond quickly and thoughtfully.
How to Respond If You’re Experiencing Harassment
Reading statistics and policies is one thing. Actually, dealing with harassment when it’s happening to you? That’s infinitely harder. Your brain is in survival mode, your confidence is shot, and you’re probably exhausted.
Here’s a practical roadmap based on guidance from Safe Work Australia and Fair Work.
Step 1: Document Everything
Start keeping detailed records immediately. Include:
- Date and time of each incident
- Exactly what was said or done (quote verbatim if possible)
- Who was present or witnessed it
- How did it make you feel
- Any physical symptoms you experienced
- How it affected your work
This documentation serves multiple purposes. It helps you recognise patterns, provides evidence if you need to make a formal complaint, and supports any future compensation claims. Write things down while they’re fresh in your memory; memories fade, and details blur over time.
Use a private notebook or password-protected document. Don’t keep records on your work computer where others might access them.
Step 2: Know Your Rights
You have legal protections under multiple frameworks:
- WHS laws require employers to provide a psychologically safe workplace
- The Fair Work Act prohibits workplace bullying
- Anti-discrimination laws protect against harassment based on protected attributes
- Workers’ compensation covers psychological injuries caused by work
Understanding your rights helps you advocate for yourself effectively. You’re not being difficult or oversensitive, you’re asserting legal protections that exist specifically for situations like this.
Step 3: Consider Addressing It Directly (If Safe)
Sometimes people genuinely don’t realise their behaviour is inappropriate. If you feel safe doing so, clearly telling someone their behaviour is unacceptable can sometimes resolve the situation.
This works best for:
- Early-stage harassment that hasn’t become severe
- Situations where the person seems genuinely unaware
- Cases where you have a reasonably positive relationship otherwise
Use “I” statements: “When you make jokes about my accent in meetings, I feel disrespected, and it makes it harder for me to do my job. I need you to stop.”
However, there’s a critical caveat: only do this if you feel safe. If the harassment is severe, if you fear retaliation, or if the person has power over you, skip this step. Your safety matters more than giving someone the benefit of the doubt.
Step 4: Report Through Internal Channels
Review your workplace’s bullying and harassment policy to understand the internal reporting options available. You might report to:
- Your direct manager (if they’re not the harasser)
- HR department
- A designated harassment contact officer
- Your union representative
- A workplace health and safety representative
When making a report:
- Provide your documentation
- Be specific about behaviours and incidents
- Explain how it’s affecting you and your work
- State clearly what outcome you want
- Ask about support services available
Get everything in writing. If you report verbally, follow up with an email summarising the conversation.
Step 5: Access Support Services
Dealing with harassment takes a toll. Don’t try to handle it alone. Support options include:
- Counselling services: Many workplaces offer Employee Assistance Programs (EAP) providing free, confidential counselling. If your workplace doesn’t have this, your GP can refer you to appropriate mental health services. Medicare covers psychological therapy under Mental Health Care Plans.
- Legal advice: Fair Work Commission offers free legal advice through its Workplace Advice Service for eligible workers. Community legal centres also provide free advice on employment issues.
- Union support: If you’re a union member, representatives can provide advice, attend meetings with you, and advocate on your behalf.
- Crisis support: If you’re in immediate distress, contact Lifeline (13 11 14), Beyond Blue (1300 224 636), or your state’s mental health crisis line.
- Medical attention: If the harassment has caused physical symptoms or psychological injury, see your GP. They can provide treatment, documentation for workers’ compensation claims, and referrals to specialists.
Step 6: Consider External Reporting
If internal processes fail or aren’t available, you have external options:
- Fair Work Commission: If you’re still employed, you can apply for a stop bullying order. The FWC offers an eligibility quiz on its website to determine if you qualify. Be aware that this doesn’t cover all Australian workers; state and local government employees, as well as sole trader businesses, aren’t covered.
- Your state WHS regulator: WorkSafe (or equivalent) in your state can investigate WHS breaches and prosecute severe cases. They can also provide guidance on your rights and responsibilities.
- Australian Human Rights Commission: For harassment related to protected attributes (sex, race, disability, age, etc.), the AHRC investigates complaints and offers conciliation services.
- Workers’ compensation: If you’ve developed a psychological injury, you can lodge a workers’ compensation claim. This provides access to treatment and compensation for time off work.
How to Respond If You Witness Harassment
Bystanders play a crucial role in stopping harassment. Research shows that intervention from colleagues can be more effective than formal reporting in some situations.
But let’s be honest, speaking up when you witness harassment is bloody intimidating. You might worry about making things worse, becoming the next target, or overstepping boundaries.
Here’s how to help without putting yourself at serious risk:
Direct Intervention
If it feels safe, interrupt the behaviour in the moment. This doesn’t require being confrontational. Try:
- “Hey, that comment isn’t okay. Let’s focus on the work discussion.”
- “I’m not comfortable with how this conversation is going.”
- Simply changing the subject or physically stepping between people
Sometimes just having someone else acknowledge that something inappropriate is happening validates the target’s experience and signals to the harasser that others are watching.
Private Support
Pull the person being harassed aside afterwards and ask if they’re okay. Knowing someone else noticed and cares can be incredibly validating when you’re questioning your own perception.
Offer specific support: “I saw what happened. That wasn’t okay. Would it help if I wrote down what I observed? Would you like me to come with you if you report it?”
Report What You Witnessed
Even if the target isn’t ready to report, you can document what you saw and report it yourself in some cases. This creates a paper trail and alerts the organisation to problematic behaviour.
Don’t Remain Silent
Silence enables harassment. When everyone pretends not to notice, harassers learn they can act with impunity. Your willingness to speak up might be exactly what someone needs to feel less alone.
Special Considerations for Remote and Hybrid Work
The shift to remote and hybrid work hasn’t eliminated harassment; it’s just moved it online. Psychological harassment now shows up in:
- Aggressive messages in Slack or Teams
- Being excluded from virtual meetings or decision-making
- Public criticism in group chats
- Excessive surveillance or micromanagement via monitoring software
- Inappropriate messages during video calls
The same principles apply, but documentation becomes even more critical. Screenshot messages. Record meetings if your platform allows it. Keep emails and chat logs.
The Role of HR: When They Help and When They Don’t
Let’s have a frank conversation about HR. Theoretically, HR exists to protect workers and ensure compliance with employment laws. HR primarily protects the organisation from legal liability.
This doesn’t mean HR won’t help you; many HR professionals genuinely care about worker wellbeing. But understand their primary loyalty is to the employer. They’re not your therapist, your advocate, or your friend.
When reporting to HR:
- Stick to facts, not emotions
- Provide clear documentation
- Request written confirmation of your report
- Follow up regularly on investigation progress
- Don’t share more personal information than necessary
- Consider having a support person present
If HR seems to be dragging their feet, protecting the harasser, or pressuring you to drop the complaint, you may need to escalate externally. Trust your instincts.
Recovery and Moving Forward
Experiencing psychological harassment changes you. Even after it stops, recovery takes time. That’s normal and okay.
Be patient with yourself. Trauma affects people differently, and there’s no timeline for healing. Some people bounce back relatively quickly. Others need months or years of therapy to process what happened.
Practical steps for recovery:
- Professional help: Engage with a psychologist experienced in workplace trauma. Trauma-focused therapies like EMDR or cognitive behavioural therapy can be particularly effective.
- Physical health: Trauma lives in your body. Regular exercise, adequate sleep, and a balanced diet support mental health recovery.
- Boundaries: You might need to set firmer boundaries at work in the future. That’s not being difficult, that’s being smart.
- Supportive relationships: Maintain connections with people who validate your experience and support your recovery.
- Self-compassion: Stop beating yourself up for not handling it “better” or for the impact it’s had on you. You survived a genuinely harmful situation. That took strength.
- Consider your options: Sometimes recovery means leaving the toxic workplace. That’s not failing, that’s prioritising your wellbeing.
The Bottom Line
Psychological harassment in Australian workplaces is far too common, far too damaging, and far too often ignored. The statistics we’ve shared aren’t just numbers; they represent real people whose mental health, careers, and lives have been seriously impacted.
But here’s the thing: it doesn’t have to be this way.
Employers have legal obligations and practical tools to prevent harassment. Workers have rights and support systems available to them. Bystanders can intervene safely and effectively.
What’s missing isn’t knowledge or resources; it’s a consistent, genuine commitment to creating psychologically safe workplaces where harassment is not tolerated, where policies are enforced, where people who report are protected, not punished, where culture prioritises respect over performance at any cost.
If you’re experiencing harassment, document the incident, report it, and seek support. You deserve better. If you’re witnessing it, speak up when safe to do so. Your intervention matters. If you can prevent it, implement robust policies and enforce them effectively.
The 49% of Australian workers who’ve experienced workplace harassment deserve workplaces where they can do their jobs without fear, where their mental health is protected, and where they’re treated with basic human dignity.
That shouldn’t be too much to ask.
Resources and Support
Fair Work Commission
- Website: www.fwc.gov.au
- Infoline: 1300 799 675
- Anti-bullying eligibility quiz and applications
Fair Work Ombudsman
- Website: www.fairwork.gov.au
- Infoline: 13 13 94
Safe Work Australia
- Website: www.safeworkaustralia.gov.au
- Workplace bullying guidance and information sheets
Australian Human Rights Commission
- Website: www.humanrights.gov.au
- Complaints Infoline: 1300 656 419
Beyond Blue (24/7 mental health support)
- Phone: 1300 224 636
Lifeline (24/7 crisis support)
- Phone: 13 11 14
Your State WHS Regulator
- WorkSafe in your state or territory
Remember: seeking help isn’t a weakness. It’s the smartest thing you can do.
Note: This article provides general information about psychological harassment in Australian workplaces based on current legislation and guidance from Safe Work Australia, the Fair Work Commission, and the Australian Human Rights Commission. It doesn’t constitute legal advice. For specific advice about your situation, consult a legal professional, your union, or contact the relevant authorities listed above.
Read More About Psychological Health And Safety:
- What Is Psychological Abuse In The Workplace?
- What Are Examples Of Psychological Abuse In The Workplace
- How To Deal With Psychological Abuse In The Workplace
- Top 10 Sexual Harassment Prevention Courses
- 5 Different Types Of Abuse In The Workplace
- How to Build a Risk Assessment Framework: 5 Steps Explained
