Workplace bullying can be a significant issue which can affect employee well-being and productivity. While every employee has the right to work in a safe environment, free from bullying and harassment, it’s important to understand what exactly constitutes bullying… and what does not.
What Is Workplace Bullying?
According to WorkSafe New Zealand, workplace bullying is defined as “repeated and unreasonable behaviour directed towards a worker or group of workers that can lead to physical or psychological harm.” The key terms here are "repeated" and "unreasonable".
Bullying is not a one-off instance of a disagreement or an isolated negative experience at work. It involves ongoing patterns of behaviour that can make the workplace unbearable or unsafe for the employee being targeted.
What Constitutes Bullying?
Repeated Negative Actions: Bullying involves a pattern of behavior over time. This could be verbal abuse, offensive remarks, or deliberate isolation of an individual.
Unreasonable Behavior: Actions that a reasonable person would consider unacceptable. This includes intimidation, humiliation, or undermining someone's professional abilities.
Power Imbalance: Often, bullying exploits a power disparity, whether due to hierarchy, social standing, or control over resources.
Psychological Harm: The behavior leads to stress, anxiety, or depression, affecting the individual's health and performance.
Examples:
Consistently assigning meaningless tasks unrelated to a person's role.
Spreading harmful rumors or gossip.
Publicly belittling or ridiculing someone.
Undermining a person's work by withholding necessary information.
What Doesn't Constitute Bullying?
Reasonable Management Actions: Legitimate managerial decisions made in a fair and constructive manner are not bullying. This includes performance evaluations, disciplinary actions, and workload management.
Single Instances of Rudeness: While unprofessional, isolated incidents are not classified as bullying unless they form a pattern.
Differences of Opinion: Disagreements or debates, when conducted respectfully, are a normal part of workplace dynamics.
High Work Demands: Expecting high performance or setting challenging targets is not bullying if the demands are reasonable and support is provided.
Examples:
Providing constructive feedback aimed at improving performance.
Enforcing company policies equally among all staff.
Assigning tasks based on operational needs.
What Can You Do If You Believe You Are Being Bullied?
If you believe you are experiencing workplace bullying, there are a number of steps you can take to address it.
Start by documenting the incidents—what happened, when, and who was involved. Having a clear record can help you if you decide to escalate the matter.
Talk to your manager or HR: If you feel comfortable, raise your concerns with your manager or HR department. Sometimes, bullying may be unintentional, and addressing it directly can help.
Use formal processes: If informal conversations don’t resolve the issue, most workplaces will have formal policies in place for handling bullying and harassment complaints. Follow your company’s procedures and put your complaint in writing.
Seek external help: If internal processes don’t work, you can approach WorkSafe New Zealand, the Employment Relations Authority, or your union for advice and support.
If you’re unsure whether what you’re experiencing is bullying, it can be helpful to seek advice early on. The sooner issues are addressed, the better chance you have of resolving them before they escalate. No one should have to endure bullying at work, and knowing your rights is the first step toward creating a healthier, more respectful workplace.
This blog serves as general guidance and is not intended as legal advice. For specific advice on workplace bullying or employment issues, consider consulting a legal professional or employment advocate. www.mathewswalker.co.nz | 0800 612 355
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