Application by the Applicant
At a glance
- 83
What happened
the Applicant applied to the Fair Work Commission for a stop bullying order against Loyalty Pacific Pty Ltd (trading as Flybuys) and the Respondent. He alleged that the Respondent subjected him to excessive performance scrutiny, excluded him, and communicated harshly. He also implicated his colleague in his allegations of bullying. Loyalty Pacific began an operational review affecting approximately 83 roles, leading to changes and a consultation process which commenced on July 15, 2026. the Applicant was on medical leave at the time.
What was decided
The Fair Work Commission dismissed the Applicant’s application for a stop bullying order. The Commissioner found that there was no risk of continued bullying due to his colleague's impending departure, the Respondent’s role change and redeployment, and the elimination of the Applicant’s position within the restructure. The decision was made before determining whether he had been bullied. Section 789FF of the Fair Work Act requires a risk of continued bullying for such orders.
What it means for employers
Employers should ensure they have clear performance management processes and documentation to avoid claims of excessive or unfair scrutiny. Restructuring processes require careful communication and consultation with employees, even those on leave. Addressing employee concerns promptly can prevent escalation to formal complaints.
What it means for employees
Employees experiencing workplace bullying should document incidents and consider seeking legal advice. However, the Fair Work Commission will assess whether there is a risk of continued bullying before granting stop bullying orders. Medical leave does not automatically protect employees from performance management processes.
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