Complaint Workplace Bullying

Any complaint workplace bullying process begins with a choice that is rarely explained properly, and it is difficult to reverse once made.

Informal. A conversation, a facilitated discussion, or a manager having a quiet word. Faster, lower stakes, and it preserves the working relationship. It also produces no finding and often no record, so if the conduct continues you may be starting from nothing.

Formal. An investigation, a finding, and a documented outcome. Slower, harder on everyone, and it creates the record that matters if things escalate later.

The practical advice is to ask what will be recorded either way, before you choose. An informal route with a dated file note is a very different proposition from one that leaves no trace at all.

The Fair Work Ombudsman covers the options. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s workplace bullying course and incident reporting software.