Harassment & bullying policy template
A free, ready-to-edit harassment and bullying policy template for Australian workplaces. Set a zero-tolerance framework with clear definitions, responsibilities and a fair complaint process that protects your team and supports WHS compliance — no signup required.
Harassment & bullying policy
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By downloading, you agree to our template disclaimer
This harassment and bullying policy template reflects Australian work health and safety and anti-discrimination standards at the time of publication and is provided as a general guide to adapt for your business. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why your workplace needs a harassment & bullying policy
Under work health and safety law, employers must provide a workplace free from harassment, bullying and unlawful discrimination, so far as is reasonably practicable. A clear policy is one of the most important steps you can take to meet that duty.
A documented zero-tolerance policy sets expectations before issues arise, gives employees a safe path to raise concerns, and gives managers a fair, consistent process to follow. It protects your people’s wellbeing and protects your business from the cost of unresolved disputes. The policy pairs naturally with your respectful workplace policy and equal opportunity policy.
It applies to all employees, contractors, volunteers and visitors — during work hours, at the workplace, and at any work-related event. Store the policy and capture acknowledgements in your HR software so you can show every worker has read and understood it.
What a harassment & bullying policy should cover
The essentials of a zero-tolerance framework
Workplace bullying
Repeated unreasonable behaviour that creates a risk to health and safety.
Harassment
Unwelcome conduct that offends, humiliates or intimidates based on a personal attribute.
Sexual harassment
Unwelcome conduct of a sexual nature that makes a person feel offended or intimidated.
Discrimination
Treating someone less favourably because of a protected personal attribute.
Responsibilities
What employees, managers and supervisors must do to uphold the policy.
Complaint procedure
Clear, confidential steps for reporting and resolving an issue.
What's included in this template
A complete framework for preventing and responding to unacceptable behaviour
Purpose & scope
The commitment to a safe workplace and who and when the policy applies.
Unacceptable behaviour
Definitions of bullying, harassment, sexual harassment and discrimination.
Reasonable management action
Why fair performance management and direction are not bullying.
Employee responsibilities
Treating colleagues with dignity and reporting breaches.
Manager responsibilities
Modelling behaviour and responding promptly and confidentially.
Complaints procedure
Optional informal step, reporting, and lodging a formal complaint.
Investigation & resolution
Confidential, impartial investigation and possible outcomes.
Protection from victimisation
No retaliation against complainants or witnesses.
Support & resources
Internal and external support available to those affected.
Review & acknowledgement
Policy maintenance and employee sign-off.
Handling a complaint fairly
A clear process protects everyone — and your business
Protect against victimisation
Australian law prohibits victimisation of anyone who makes a complaint, provides evidence, or is involved in a discrimination matter. Make clear that retaliation is a separate breach that will itself face disciplinary action.
Reasonable management action isn't bullying
Fair performance reviews, reasonable disciplinary action and directing work do not constitute bullying — provided they’re carried out reasonably and professionally. Spelling this out protects managers and keeps the policy credible.
The complaint procedure
Address (optional)
If comfortable, politely tell the person the behaviour is unwelcome.
Report
Raise it with a supervisor, HR or a designated contact officer.
Formal complaint
A written account of who, when and what occurred.
Investigate
An impartial investigator gathers statements and reaches a finding.
All complaints are handled confidentially, promptly and impartially. If the policy is found to have been breached, outcomes can range from counselling to formal warnings or termination — follow a consistent misconduct process.
For serious matters, run a structured workplace investigation and document every step. Australian resources like the Australian Human Rights Commission and Safe Work Australia provide further guidance on preventing and responding to workplace bullying and harassment.
Who should use this template?
Every Australian employer has a duty to prevent harassment and bullying
Essential for managers and supervisors, who are often the first point of contact for a complaint.
Compliance resources
Official guidance on preventing and responding to bullying and harassment.
Manage your policies the easy way
RosterElf helps Australian businesses store policies, capture employee acknowledgements at onboarding and keep an audit trail — all in one place.
Related guides
Handle complaints and investigations the right way
Related templates
Build out your respectful-workplace framework
Equal opportunity policy
Support compliance with anti-discrimination law and promote fairness.
View templateRespectful workplace policy
A positive, values-based approach to dignity at work.
View templateComplaint & grievance form
Give employees a structured way to formally raise an issue.
View templateWorkplace behaviour standards policy
Define the standards of behaviour expected from everyone at work.
View templateWorkplace relationships policy
Set clear rules for personal relationships between colleagues.
View templateHarassment & bullying policy FAQ
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A bullying and harassment policy is a document that sets out an organisation’s zero-tolerance approach to unacceptable behaviour. It defines workplace bullying, harassment, sexual harassment and discrimination, explains everyone’s responsibilities, and provides a clear, confidential process for reporting and resolving complaints.
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A complete policy should include its purpose and scope, clear definitions of unacceptable behaviour, a note that reasonable management action is not bullying, employee and manager responsibilities, a step-by-step complaints procedure, a confidential investigation process, protection from victimisation, available support, and an employee acknowledgement.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.