Queensland Health is committed to fostering safe, respectful and inclusive workplaces where employees are treated with dignity and respect. Workplace bullying and harassment can negatively impact employee wellbeing, psychological safety, team performance and workplace culture.
As a leader, you play an important role in promoting respectful behaviours, addressing inappropriate conduct, and creating an environment where employees feel safe to raise concerns and seek support.
Select each tab to learn how to support your employees.
- Bullying and harassment is
- Considerations
- Take action
Workplace
Bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.
Harassment is unwelcome behaviour that intimidates, offends, humiliates or threatens another person. It may relate to a person's personal characteristics or occur in other workplace interactions.
Examples may include:
Abusive, insulting or offensive language/comments.
Aggressive and intimidating conduct (verbal or physical).
Belittling or humiliating comments.
Teasing or practical jokes.
Making vexatious allegations.
Spreading rude, inaccurate, or malicious rumours.
Reasonable Management Action
Reasonable management action carried out in a reasonable way is not workplace bullying, examples of Reasonable Management action can include:
Setting reasonable performance goals, standards and deadlines.
Rostering and allocating working hours where the requirements are reasonable.
Transferring a worker for operational reasons.
Deciding not to select an employee for promotion where a reasonable process is followed.
Informing a worker of their unsatisfactory work performance.
Informing a worker of their unreasonable or inappropriate behaviour in an objective and confidential way.
Implementing organisational changes or restructuring.
Taking disciplinary action including suspension or termination of employment.
Key considerations
Workplace bullying is characterised by repeated unreasonable behaviour that creates a risk to health and safety.
The impact of behaviour on the recipient should be carefully considered.
Employees may experience or perceive workplace interactions differently based on their circumstances and experiences.
Concerns should be addressed early where possible to prevent escalation.
Not all workplace conflict, disagreement or performance management constitutes bullying.
Respectful workplace cultures are built through consistent expectations, behaviours and leadership practices.
As a leader
Model respectful, professional and inclusive workplace behaviours.
Address inappropriate behaviour promptly and appropriately.
Promote a culture where employees feel safe to raise concerns.
Respond to reports of bullying or harassment in accordance with Queensland Health policies and procedures.
Support employees affected by inappropriate workplace behaviour.
Seek advice from Human Resources, or other appropriate support services when required.
Why it's important
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can significantly impact employee health, wellbeing and psychological safety.
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Respectful workplaces support engagement, collaboration and team performance.
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Early intervention can help prevent behaviours from escalating.
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Employees who feel safe and respected are more likely to contribute and perform at their best.
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Positive workplace cultures support employee attraction, retention and wellbeing.
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Addressing inappropriate behaviour helps maintain trust and accountability across teams.
