[2025] FWC 1349
Citation: [2025] FWC 1349
What happened
the Applicant, a Field Engineer at NBN Co Limited, alleged he was bullied at work by his Field Area Manager. The allegations stemmed from issues including the removal of the Applicant’s rostered day off (RDO) and concerns about his work practices. the Applicant reported to the Field Area Manager since August 2024. NBN Co supported the Field Area Manager’s defence. Nine allegations of bullying were initially raised, but the Commissioner focused on two key instances. The dispute also involved disagreements about whether employees should be paid for preparatory work done before starting work.
What was decided
The Fair Work Commission found that while the Field Area Manager’s actions had shortcomings, the removal of the Applicant’s RDO was considered reasonable management action carried out in a reasonable manner. One other allegation, regarding meetings held without proper notice to allow for a support person, was substantiated. The Commissioner ordered mediation between the Applicant and the Field Area Manager to address the workplace issues. The Commission determined that the first prerequisite for an anti-bullying order was met, and the second was also met, but the third was not.
What it means for employers
Employers should ensure they provide employees with proper notice and opportunity to bring a support person to meetings, particularly those involving disciplinary action or changes to working conditions. Even if a direction is lawful, the manner in which it is implemented must be reasonable. Employers should also be mindful of the impact of ongoing disputes, such as those concerning payment for preparatory work, on employee relations.
What it means for employees
Employees experiencing workplace issues should document concerns and seek support from unions or other representatives. While reasonable management action is not bullying, employees should be aware of their rights regarding notice and support during meetings. Employees should not take actions that may be seen as non-compliance with lawful directions.
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This summary was drafted from the published decision and reviewed before publishing. It is general information, not legal advice. For your specific situation, speak to the Fair Work Ombudsman (13 13 94) or a qualified lawyer. About these summaries & corrections →