Start here
- Record what happened, when it happened and who was there.
- Ask for a safe next step through a supervisor, union or workplace advice service.
Describe the behaviour before choosing a label
A difficult shift or correction can feel upsetting, but not every uncomfortable interaction is workplace bullying. Fair Work describes bullying in terms of repeated unreasonable behaviour that creates a health and safety risk. Reasonable management action carried out reasonably is different. That distinction does not mean a single threat, assault or discriminatory incident should be ignored. Write down exactly what happened rather than relying only on a label. Repeated insults, humiliating comments, exclusion from necessary information or unreasonable demands are examples worth raising with an appropriate support person.
Make immediate safety the priority
If someone threatens you or you feel physically unsafe, move away if you can and seek help through the workplace’s safety process. Contact emergency services if there is an immediate emergency. You do not need to confront the person alone to prove that you tried hard enough. Ask a trusted adult, union representative or workplace safety contact to help you consider the next step. This is particularly important if the person involved controls your shifts, training or assessment. A large power difference can make an informal conversation feel difficult or unsafe.
Keep a factual record you control
Record dates, times, locations, what was said or done and who witnessed it. Note how you responded and any effect on your work or wellbeing. Keep relevant messages and rosters where you are permitted to do so, while respecting other people’s confidential information. Avoid secretly recording conversations without first getting advice about local law and workplace rules. A clear written timeline can help a support person understand the pattern. Keep copies somewhere you can access independently rather than only on a work account that might later be closed.
Find a reporting route that fits
Read the workplace policy and identify an appropriate person to contact, such as a supervisor, human resources worker or health and safety representative. If the direct supervisor is involved, ask about another route. Describe the behaviour, provide examples and explain what you need to work safely. Ask what happens next, who will receive the information and when you can expect an update. You can request a support person for a meeting. Keep your own record of discussions and agreed actions so you are not relying on memory during a stressful period.
Use external advice when necessary
Internal reporting may not resolve the issue, and different kinds of workplace harm can involve different agencies. Fair Work can explain relevant workplace information and referrals. A union, state or territory work health and safety regulator, community legal service or the Fair Work Commission may be appropriate depending on the circumstances. Get individual advice about your options rather than assuming one process covers every situation. If you are considering resigning or taking formal action, understand potential consequences and deadlines first. You do not have to become an employment law expert to ask for guidance.
Look after the effects beyond the workplace
Mistreatment can affect sleep, concentration and confidence outside work. Talk with someone you trust and consider a health professional if the impact is continuing. Avoid interpreting the behaviour as proof that you are incapable or deserve poor treatment. You can receive feedback and learn a job without being humiliated. If you are an apprentice, include the training provider or relevant support service in the conversation where appropriate. A good outcome involves safety and a workable plan, whether that means resolving the issue, changing supervision or exploring another role with advice. If you cannot recall an exact quotation, say so and describe what you remember rather than presenting a paraphrase as exact.
Follow up in your own words
After a conversation, write a short record of what the supervisor agreed to do and by when. Ask who you should contact if something happens on the next shift. If the supervisor is involved in the problem, look for another contact listed in your workplace process. You can take questions about your situation to the Fair Work Ombudsman or a relevant union.
Sources & further reading
These independent resources provide further information. Their inclusion does not imply endorsement of Youth Health.