Workplace bullying can come in all shapes and sizes, and frequently workers will claim bullying arising from repeated indirect behaviours, such as:

• deliberately or maliciously overloading a person with work or not providing enough work;
• unreasonably setting timelines that are difficult to achieve or constantly changing deadlines;
• setting tasks that are unreasonably below or beyond a person’s skill level;
• deliberately excluding, isolating or marginalising a person from normal work activities, e.g. excluding a worker from meetings or functions that everyone else attends;
• withholding information that is vital for effective work performance;
• deliberately denying access to information, consultation or resources;
• deliberately changing work arrangements such as rosters and leave to inconvenience a particular worker or workers; and
• unfair treatment in relation to accessing workplace entitlements, e.g. leave or training.

As well as creating a health and safety risk, these behaviours can result in costs to your business through:

• increased absenteeism;
• reduced productivity;
• high staff turnover; and
• legal ramifications.

Legal ramifications can include:

• penalties for breaching health and safety legislation;
• claims under the Fair Work Act 2009 (Cth);
• prosecution under the Crimes Act 1958 (Vic) – in Victoria; and
• claims for workers’ compensation or negligence.

A bullying situation may also breach other laws including anti-discrimination, anti-vilification and equal opportunity legislation.