Workplace Bullying & Harassment Policy Template Template

WORKPLACE BULLYING AND HARASSMENT POLICY [Company Name] Effective: [Policy Effective Date] Review: [Next Review Date] Complaints contact: [Complaints Contact] 1. PURPOSE [Company Name] is committed to providing a safe workplace free from bullying, harassment, sexual harassment, and discrimination. This policy sets out the standard expected of all workers and the process for raising concerns. 2. SCOPE This policy applies to all workers (including casuals, contractors, and labour-hire), customers, and visitors. It applies on and off-site, including at work-related events, on company-issued devices, and in any work-related communication. 3. DEFINITIONS 3.1 Workplace bullying Bullying is repeated unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. Reasonable management action carried out in a reasonable manner is not bullying (Fair Work Act 2009, s789FD). 3.2 Sexual harassment Unwelcome sexual conduct that a reasonable person would expect to make the recipient feel offended, humiliated or intimidated. This is unlawful under the Sex Discrimination Act 1984 and may also breach the Fair Work Act. 3.3 Discrimination Treating someone less favourably because of a protected attribute (race, sex, sexuality, gender identity, age, disability, religion, political opinion, marital or family status, pregnancy, breastfeeding, social origin) is unlawful. 4. POSITIVE DUTY Under amendments to the Sex Discrimination Act effective December 2023, [Company Name] has a positive duty to take reasonable and proportionate measures to eliminate, as far as possible, sex discrimination, sexual harassment, and victimisation. This includes prevention, not just response. 5. WHAT IS NOT BULLYING Reasonable management action is not bullying when carried out reasonably. Examples include performance management, disciplinary action for misconduct, lawful direction to perform duties, and feedback delivered respectfully. 6. RAISING A CONCERN 6.1 Informal Where appropriate, the affected worker may raise the matter directly with the person involved or speak to their manager. 6.2 Formal A worker may make a formal complaint to [Complaints Contact] in writing or verbally. The complaint will be investigated promptly, fairly, and confidentially. Procedural fairness will be afforded to all parties. 6.3 External avenues A worker may also seek assistance from external bodies including the Fair Work Commission (stop-bullying or stop-sexual-harassment orders), the Australian Human Rights Commission, the Fair Work Ombudsman, or the relevant State or Territory anti-discrimination body. 7. INVESTIGATION Complaints will be investigated by an impartial person, usually within 14 days of receipt. The complainant, respondent, and witnesses will be interviewed. Findings and outcomes will be communicated to both parties. 8. CONFIDENTIALITY All complaints will be handled confidentially to the extent possible. Information will only be shared on a need-to-know basis. 9. NO VICTIMISATION [Company Name] prohibits victimisation of any worker who raises a complaint or supports another's complaint in good faith. Victimisation is itself a serious breach. 10. CONSEQUENCES A breach of this policy may result in disciplinary action up to and including termination of employment. 11. REVIEW This policy will be reviewed annually and updated as required. Approved by: ____________________________________ (CEO / Director) Date: [Policy Effective Date]