Workers guide to dealing
with workplace bullying
Guide
www.worksafe.nt.gov.au
Disclaimer
This publication contains information regarding work health and safety. It includes
some of your obligations under the Work Health and Safety (National Uniform
Legislation) Act – the WHS (NUL) Act – that NT WorkSafe administers. The information
provided is a guide only and must be read in conjunction with the appropriate
legislation to ensure you understand and comply with your legal obligations.
Acknowledgement
This guide is based on material produced by Safe Work Australia at www.swa.gov.au
Creative Commons
All material presented in this publication is provided under a Creative Commons
Attribution 3.0 Australia licence.
For the avoidance of doubt, this means this licence only applies to material as set out
in this document.
The details of the relevant licence conditions are available on the Creative Commons
website as is the full legal code for the CC BY 3.0 AU licence.
Version: 1.0
Publish date: May 2015
Contents
Introduction ................................................................................................................. 4
What is workplace bullying? ..................................................................................... 4
What is not considered to be workplace bullying? .................................................... 5
Reasonable management action taken in a reasonable way ............................. 5
Discrimination or sexual harassment ................................................................. 5
Workplace conflict ............................................................................................. 5
How can workplace bullying occur? ......................................................................... 6
How to deal with workplace bullying ......................................................................... 6
Seek advice .............................................................................................................. 6
Next steps if the behaviour does not appear to be workplace bullying ...................... 7
Next steps if workplace bullying appears to be occurring .......................................... 7
Refer to your workplace policies and procedures............................................... 7
Keep a Record .................................................................................................. 7
Speak to the other person ................................................................................. 8
Report it ............................................................................................................. 8
Internal resolution....................................................................................................... 9
Benefits of resolving workplace harassment informally ............................................. 9
Formal resolution...................................................................................................... 10
What to do if you are accused of workplace bullying ............................................ 10
Don't dismiss the complaint out of hand ................................................................. 10
Stop doing anything that causes offence ................................................................ 10
What should you expect from your workplace? ..................................................... 11
Lodging a Complaint with NT WorkSafe ................................................................. 12
The role of NT WorkSafe in harassment complaints .............................................. 13
Frontline team provides, and clarifies, information about initiating the process ....... 13
The workplace harassment complaint is assessed, and appropriate action ensues 14
Further action may be required............................................................................... 15
Feedback to complainant ....................................................................................... 15
Where else can you go for help ............................................................................... 16
External resolution.................................................................................................. 16
Work Health and Safety Regulators ................................................................. 16
Fair Work Commission .................................................................................... 17
Fair Work Ombudsman.................................................................................... 17
NT Anti-Discrimination Commission................................................................. 18
Australian Apprenticeships NT......................................................................... 18
Unions NT ....................................................................................................... 18
NT Working Women’s Centre .......................................................................... 18
Support services .............................................................................................. 19
Workers guide to dealing with workplace bullying
3
Introduction – What is workplace bullying
Introduction
Workplace bullying is a risk to health and safety because it may affect the mental and
physical health of workers.
Everyone at the workplace has a work health and safety duty and can help to ensure
workplace bullying does not occur. Under Work Health and Safety (WHS) laws workers
must take reasonable care that their behaviour does not adversely affect the health and
safety of other people. Workers must also comply, so far as is reasonably practicable,
with any reasonable instruction given by the person conducting the business or
undertaking (PCBU) and co-operate with any reasonable policies and procedures, such
as a workplace bullying policy.
This guide may help workers determine if workplace bullying is occurring and how the
matter may be resolved. It provides information for workers who believe they may be
experiencing or witnessing workplace bullying and those who have had a bullying
report made against them.
What is workplace bullying?
Workplace bullying is defined as repeated and unreasonable behaviour directed
towards a worker or a group of workers that creates a risk to health and safety.
Not all behaviour that makes a person feel upset or undervalued at work is classified as
workplace bullying. Examples of behaviour, whether intentional or unintentional, that
may be considered to be workplace bullying if they are repeated, unreasonable and
create a risk to health and safety include, but are not limited to:
 abusive, insulting or offensive language or comments
 unjustified criticism or complaints
 deliberately excluding someone from workplace activities
 withholding information that is vital for effective work performance
 setting unreasonable timelines or constantly changing deadlines
 setting tasks that are unreasonably below or beyond a person’s skill level
 denying access to information, supervision, consultation or resources to the
detriment of the worker
 spreading misinformation or malicious rumours
 changing work arrangements, such as rosters and leave, to deliberately
inconvenience a particular worker or workers.
A single incident of unreasonable behaviour is not considered to be workplace bullying
however it may have the potential to escalate and should not be ignored.
4
Introduction – What is not considered to be workplace bullying
What is not considered to be workplace bullying?
Reasonable management action taken in a reasonable way
It is reasonable for managers and supervisors to allocate work and to give fair and
reasonable feedback on a worker’s performance. These actions are not considered to
be workplace bullying if they are carried out lawfully and in a reasonable manner,
taking the particular circumstances into account.
Examples of reasonable management action can include but are not limited to:
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setting reasonable performance goals, standards and deadlines
rostering and allocating working hours where the requirements are reasonable
transferring a worker for operational reasons
deciding not to select a worker for promotion where a reasonable process
is followed
informing a worker of their unsatisfactory work performance in an honest, fair
and constructive way
informing a worker of their unreasonable or inappropriate behaviour in an
objective and confidential way
implementing organisational changes or restructuring
taking disciplinary action including suspension or termination of employment.
Discrimination or sexual harassment
Discrimination and sexual harassment in employment is unlawful under antidiscrimination, equal employment opportunity, workplace relations and human
rights laws.
Discrimination generally occurs when someone is treated less favourably than others
because they have a particular characteristic or belong to a particular group of people.
Sexual harassment is associated with unwelcome sexual advances, requests for
sexual favours or other unwelcome conduct of a sexual nature.
It is possible for a person to be bullied, sexually harassed and discriminated against at
the same time.
These complaints should be addressed to the Anti Discrimination Commission
NT (ASCNT)
Workplace conflict
Differences of opinion and disagreements are generally not considered to be workplace
bullying. People can have differences and disagreements in the workplace without
engaging in repeated, unreasonable behaviour that creates a risk to health and safety.
However, in some cases, conflict that is not managed may escalate to the point where
it meets the definition of workplace bullying.
If workplace conflict is affecting you, you should raise your concerns with your
manager, supervisor, human resources officer or grievance officer
Workers guide to dealing with workplace bullying
5
How can workplace bullying occur
How can workplace bullying occur?
Workplace bullying can be carried out in a variety of ways including in person, through
email, text messages, internet chat rooms, instant messaging or other social media
channels. In some cases workplace bullying may escalate beyond the workplace and
normal working hours.
Workplace bullying can be directed at a single worker or group of workers and be
carried out by one or more workers. It can also be directed at or perpetrated by other
people at the workplace, for example clients, patients, students, customers and
members of the public.
How to deal with workplace bullying
Seek advice
To be able to take the most appropriate action it is important to first find out whether
the behaviour you are experiencing or witnessing is workplace bullying. It can be
difficult in times of stress to be objective about what is happening to you. Therefore,
in considering the questions below, it may be helpful to seek the perspective of another
person who is not involved to help you determine whether the behaviour meets the
definition of workplace bullying. If available in your workplace, you can also discuss the
situation with a human resources officer, health and safety representative (HSR) or
union representative.
 Is the behaviour being repeated?
Repeated behaviour refers to the persistent nature of the behaviour and can
involve a range of behaviours over time.
 Is the behaviour unreasonable?
Unreasonable behaviour means behaviour that a reasonable person, having
considered the circumstances, would see as unreasonable including behaviour
that is victimising, humiliating, intimidating or threatening.
 Is the behaviour creating a risk to your health and safety?
Workplace bullying can be harmful to the person experiencing it and to those
who witness it, although the effects will vary depending on individual
characteristics as well as the situation and may include one or more of the
following:
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distress, anxiety, panic attacks or sleep disturbance
physical illness, for example muscular tension, headaches and digestive
problems
deteriorating relationships with colleagues, family and friends
depression
thoughts of suicide
If workplace bullying behaviour involves violence, for example physical assault or the
threat of physical assault, it should be reported to the police.
6
How to deal with workplace bullying
Next steps if the behaviour does not appear to be
workplace bullying
Seek advice on strategies that may help solve what has happened and how you are
feeling. For example, if the behaviour seems unreasonable but it has not escalated in
to workplace bullying raise it either with the person directly or with your supervisor.
If necessary, conflict resolution, mediation or counselling services may assist in
resolving the issue.
Investigate other sources of information if the behaviour involves discrimination or
sexual harassment.
Continue to monitor the situation over time.
Next steps if workplace bullying appears to be occurring
Refer to your workplace policies and procedures
Check whether your workplace has a bullying policy and reporting procedure.
The policy should outline how the organisation will prevent and respond to
workplace bullying.
Your supervisor, manager or human resources officer will be able to tell you whether
there are relevant policies in place. Information on your workplace bullying policy may
also be provided in:
 induction information, awareness sessions, in-house newsletters and displayed
on notice boards
 documents such as a ‘code of conduct’
 discussions at staff meetings and in team briefings.
Keep a Record
 Keep a record of what happened, including date, time, persons involved,
witnesses and what was said and done. It can be hard for someone else to
understand what happened unless you can properly explain what occurred and
what affect it had on you.
 Keeping a record will assist you to recall and explain to someone else what has
happened. This is particularly important in situations that resulted in you feeling
threatened, intimidated, humiliated, belittled etc.
 By writing down what you have experienced you will also be able to selfevaluate why the behaviour bothers you and your level of tolerance of such
behaviours.
 It is important to think about how and why the experience had the impact upon
you that it did. For example:
– Was it the tone of voice or body language?
– Was it the choice of words used?
– Was it when and where the incidents occurred (e.g. in front of others)?
Workers guide to dealing with workplace bullying
7
How to deal with workplace bullying
Speak to the other person
If you feel safe and comfortable doing so, calmly tell the other person you object to
their behaviour and ask that it stop. They may not realise the effect their behaviour is
having on you and your feedback may give them the opportunity to change their
actions. You may also consider suggesting an alternate way of behaving in the
circumstance that is acceptable to you.
If you choose to deal with the situation personally you should consider:
 acting as early as possible
 raising your concerns informally and in a non-confrontational manner
 not retaliating
 focusing on unwanted behaviour rather than the person
 being open to feedback.
You may ask your HSR, union representative or supervisor for assistance with this
process or to accompany you when you approach the person.
Report it
If you believe you are experiencing or witnessing workplace bullying, report it as early
as possible. Your employer cannot address the problem if they do not know about it.
If your supervisor is the person whose behaviour is concerning you, speak to the next
person of seniority in your workplace.
You can make a workplace bullying report in any of the following ways:
 informing your supervisor or manager
 informing your health and safety representative (HSR) or union representative
 using established reporting procedures.
HSRs can make a report on your behalf if you give them permission. They can also
give you advice on how to make a report. HSRs do not have any other role or
responsibility for resolving the matter. They may, however, work with your organisation
to improve the policies and procedures for preventing and responding to
workplace bullying.
8
Internal resolution
Internal resolution
It is recommended that the opinion of an independent third party (for example,
human resource manager, supervisor, or workplace health and safety representative)
be obtained to help validate experiences and make a well informed decision regarding
the most appropriate resolution option.
Before deciding on whether to resolve the complaint informally or formally
workers should:
 Clearly define their concerns and desired outcome
 Assess the advantages and disadvantages of the informal versus
formal process
 Consider the complexity of the situation (a formal option may need careful
consideration if the situation is very complex)
 Be aware of support mechanisms available, for example counselling
 Acknowledge the consequences of making malicious, frivolous or
vexatious complaints.
An informal approach can often resolve matters while in no way trivialising the issue or
the effect it has on an individual. The objective of an informal approach is to resolve the
matter with a minimum of conflict or distress for individuals.
Any worker who believes they are being harassed may choose to speak directly with
the person/s demonstrating the harassing behaviours. Directly dealing with the
person/s responsible sometimes results in the behaviour ceasing.
For this approach to be successful the information must be delivered to the respondent
in a confidential, non-confrontational way with a view to resolving the issue in an
informal low-key manner. A good technique to use is to focus on the behaviours being
exhibited by the other party. The aim is to communicate exactly what behaviours are
harassing and distressing. This lessens the likelihood that the other party will take the
comments as a personal attack.
Other forms of informal resolution approaches that may be used by a worker include:
 Seeking the assistance of a third party to intervene
 Seeking a conciliator or mediator to facilitate discussion, noting that for this
option to be effective both parties to the complaint will need to consent to the
approach being taken
 Taking to a supervisor or workplace grievance officer.
The person accused of the behaviour has the right to respond to the allegations made
against them. This is their opportunity to provide their view and description of the
events that happened.
Benefits of resolving workplace harassment informally
 The process is generally quick and less adversarial and cumbersome
 Informal resolution does not require extensive ‘proof’ of workplace harassment
to be demonstrated
 Person exhibiting harassing behaviours may wish to resolve the issue to avoid a
formal process
 The process may result in improved communication between parties
 It is easier to maintain confidentiality and ongoing working relationships.
If the informal approach is unsuccessful and the harassing behaviours continue at the
workplace, a formal approach should be considered.
Workers guide to dealing with workplace bullying
9
Formal resolution
Formal resolution
Workers should follow the steps outlined in their workplace’s internal complaint
handling or grievance procedures.
Guidance can generally be found in industrial instruments such as awards or Certified
Agreements. Formal complaint resolution will generally involve an internal investigation
of the incidents. The investigation will aim to establish the facts and circumstances of
the situation and usually lead to a formal report being prepared.
The person responsible for human resources or industrial relations matters at your
workplace should be able to offer further advice concerning the applicable
formal procedure.
What to do if you are accused of workplace bullying
Being accused of bullying someone can be upsetting and come as a shock but it's
important to be open to feedback from others, and to be prepared to change your
behaviour. Keep the following points in mind:
Don't dismiss the complaint out of hand
If someone approaches you about your behaviour, try to remain calm and avoid
aggravating what is likely to be an already difficult situation.
Listen carefully to the particular concerns expressed. Apologise for causing offence
and discuss how you might work together more effectively.
The other person is more likely to share their views with you if you choose a neutral
space and ask open questions without attempting to justify your behaviour. Even so,
the other person may not be comfortable speaking to you. If you do receive feedback,
reflect on the information you have been provided and decide how you will react or
modify your behaviour.
If you do not understand the complaint, discuss the matter with someone you trust.
This might be your manager, colleagues, friends or a counsellor engaged through your
organisation's employee assistance program. Any discussion should be strictly
confidential.
If you believe you are being unjustly accused, or the complaint is malicious, you should
discuss this with your manager or human resources officer. It may be that an informal
discussion between you, the person making the allegation and a third party will solve
the problem.
Stop doing anything that causes offence
Stop the behaviour complained of and review what you are doing. It may be you have
upset other colleagues who have not complained.
If you are found to have bullied someone after their objection to your behaviour was
made known to you, the fact you persisted will make the offence more serious if
disciplinary proceedings commence.
10
What should you expect from your workplace
What should you expect from your workplace?
A PCBU has the primary duty under the WHS (NUL) Act to ensure, so far as is
reasonably practicable, that workers and other persons are not exposed to health and
safety risks arising from the business or undertaking. This includes having systems in
place to prevent and respond to workplace bullying.
If you inform your workplace that you are experiencing workplace bullying or someone
has made a report against you, your workplace should:
 respond to the bullying report quickly and reasonably in accordance with the
policies and procedures at your workplace
 treat all reports seriously
 inform you of the process of how the matter will be dealt with
 maintain confidentiality
 allow the parties to explain their version of events
 remain neutral and impartial towards everyone involved
 advise you of support options available to you, such as counselling
 allow you to have a support person present at interviews and meetings,
for example a friend, health and safety representative or union representative
 keep relevant records, for example of conversations, meetings and interviews
 attempt to resolve the matter.
If the matter is resolved, your workplace should follow-up with you at a later date to
review whether the actions taken have been effective. Your workplace may also
provide you with ongoing support or advise you of external support services, such as
an Employee Assistance Program.
Your workplace may decide to investigate workplace bullying allegations of a serious or
complex nature. The investigator should be a suitably skilled, neutral person from
within the workplace or an external investigator.
Workers guide to dealing with workplace bullying
11
Lodging a complaint with NT WorkSafe
Lodging a Complaint with NT WorkSafe
If the matter remains unresolved or you feel that you could not report the inappropriate
behaviour to anyone in the workplace you may lodge a complaint with NT WorkSafe.
NT WorkSafe will then consider whether an investigation will be conducted.
It is important to note that NT WorkSafe Inspectors work within the WHS (NUL) Act.
They do not have the authority to enforce disciplinary actions on the person/s accused
of inappropriate workplace behaviour, reinstate you to your position if you were
terminated or request an apology on your behalf or some form of compensation.
A serious issue to consider before lodging a complaint is whether or not you will allow
the Inspector to identify you when speaking to your workplace about the behaviour.
In order for the Inspector to proceed with an investigation they will need to be able to
speak to your workplace about your specific experiences, which means identifying you
and all parties involved.
Unlike investigations of hazards which are observable and objective, NT WorkSafe is
unable to guarantee anonymity in investigations of inappropriate workplace behaviour.
This is because the WorkSafe inspector will need to determine whether the employer
has adequately investigated reports of inappropriate workplace behaviour and so you
must provide your name and that of others so WorkSafe can properly investigate
your complaint.
When lodging a complaint, it is important to provide details of several recent examples
where the behaviour has occurred.
If there were any witnesses you should name them.
If there is any documentation or other supporting evidence, you should have them
available in case the Inspector requests a copy.
When lodging a complaint, send the documentation and supporting evidence
if possible.
Contact NT WorkSafe to obtain a complaint form.
.
12
The role of NT WorkSafe in harassment complaints
The role of NT WorkSafe in harassment complaints
Frontline team provides, and clarifies, information about
initiating the process
Firstly, the complaint is screened and the complainant is given information by an
NT WorkSafe Permissioning and Advisory Services (PAS) senior staff members to
ensure sufficient information is received from the complainant. PAS do not amount to
providing legal advice. A legal practitioner should be consulted for legal advice.
PAS staff will send you a complaint form which requires completion and return to
NT WorkSafe. Once NT WorkSafe has received this completed complaint form, the
process can commence.
NT WorkSafe responds to workplace harassment complaints only in certain situations
that fall within the scope of the WHS (NUL) Act:
 The complaint must (on the face of it) fall within the definition of workplace
harassment
 The complaint must be in writing. The complainant will be given or sent an
information package which must completed
 The complaint should have been raised at the workplace and an attempt made
to resolve the complaint internally. Information regarding the outcome of this
step should be included in the written complaint.
NT WorkSafe will not provide mediation, counselling or victim support.
NT WorkSafe does not:
 handle grievance with workplace’s organisational and management practices or
poor management practices as they are not defined as workplace bullying
 handle where workers feel upset or undervalued at work – this does not mean
an individual is being bullied
 have the authority to order the employer to discipline the alleged bully or
terminate their employment
 have the authority to take sides
 have the authority to provide legal advice about any proceedings or claims
 become involved in the specific details of the alleged bullying activities –
mediate between the aggrieved person and the alleged bully – validate the
alleged bullying – discuss remuneration/ compensation – solve the problem
(this ultimate responsibility rests with the workplace parties).
Workers guide to dealing with workplace bullying
13
The role of NT WorkSafe in harassment complaints
The workplace harassment complaint is assessed, and
appropriate action ensues
The complaint is assessed and an Inspector may be assigned. The Inspector will
contact the workplace to advise that a complaint has been received and request
evidence that the risk of injury or illness from workplace harassment is being managed.
The Inspector may request the evidence be forwarded to a district office and/or the
Inspector may visit the workplace.
The type of information the Inspector requests could include:
 Workplace harassment policy
 Information about the workplace complaint handling system
 Staff training records
 Workplace records to show that the allegation of workplace harassment has
been investigated appropriately
 Should the risk of workplace harassment be identified in the investigation, the
steps that were taken to remedy the situation
 Grievance procedures
 Incident records
 Any other information required by the Inspector.
14
The role of NT WorkSafe in harassment complaints
Further action may be required
During a workplace visit the Inspector will review documentation and may survey or
interview staff members as part of the investigation. The Inspector will identify if there
is a risk of injury from workplace harassment and review controls implemented at
the workplace.
Preventative measures should be aimed at the source of the risk, and may include a
broad organisational responses, as well as more targeted initiatives that address the
symptoms in a specific area.
A strategy aimed at preventing or controlling exposure to the risk of workplace
harassment should include:
1. A workplace harassment prevention policy (including ensuring the policy is
followed and consistently and fairly applied)
2. A complaint handling system
3. A review of the human resource systems
4. Training and education.
No single control measure will effectively prevent or control workplace harassment from
occurring. It is important these control measures are used together, as part of a
broader strategy to prevent or control exposure to the risk of workplace harassment.
When people fail to meet their obligations under the WHS (NUL) Act, Inspectors may
use a range of compliance and enforcement options including but not limited to, advice,
verbal directions, improvement and infringement notices. Inspectors are skilled in
determining the best enforcement options to use in a given situation in order to offer
the most advantageous work health and safety outcome.
Feedback to complainant
Your complaint will be forwarded to Operations for triaging, an Inspector will advise you
when they have attended the complaint, however details of the investigation cannot be
provided.
Workers guide to dealing with workplace bullying
15
Where else can you go for help
Where else can you go for help
External resolution
If you have not been able to resolve the situation within your workplace, there are a
number of organisations that may be able to offer you further advice and assistance.
Most external agencies will not accept a complaint unless complainants have
attempted to resolve the workplace harassment internally through an informal or formal
process (where available).
Complainants may contact the following agencies where internal processes have been
ineffective (or not available). The most appropriate agency will depend on the type of
complaint and the complainant’s desired outcome.
Before lodging a complaint you should first try to resolve the problem through your
workplace’s informal and formal process.
Your employer should be given the opportunity to investigate the hazards at the
workplace.
Work Health and Safety Regulators
Jurisdiction
Contact details
Commonwealth
Comcare
Website: www.comcare.gov.au
Email: general.enquiries@comcare.gov.au - Phone: 1300 366 979
South Australia
SafeWork SA
Website: www.safework.sa.gov.au
Email: help@safework.sa.gov.au - Phone: 1300 365 255
Australian Capital
Territory
WorkSafe ACT
Website: www.worksafe.act.gov.au
Email: worksafe@act.gov.au - Phone: 02 6207 3000
Queensland
Workplace Health and
Safety Queensland
Website: www.worksafe.qld.gov.au
Phone: 1300 362 128
New South Wales
WorkCover NSW
Website: www.workcover.nsw.gov.au
Email: contact@workcover.nsw.gov.au - Phone: 13 10 50
Victoria
WorkSafe Victoria
Website: www.worksafe.vic.gov.au
Email: info@worksafe.vic.gov.au - Phone: 1800 136 089 or 03 9641 1444
Northern Territory
NT WorkSafe
Website: www.worksafe.nt.gov.au
Email: ntworksafe@nt.gov.au - Phone: 1800 019 115
Western Australia
WorkSafe WA
Website: www.commerce.wa.gov.au/WorkSafe
Email: safety@commerce.wa.gov.au - Phone: 1300 307 877 or 08 9327 8777
Tasmania
WorkSafe Tasmania
Website: www.worksafe.tas.gov.au
Email: wstinfo@justice.tas.gov.au
Phone: 03 6166 4600 (outside Tasmania) or 1300 366 322 (Tasmania)
16
Where else can you go for help
Fair Work Commission
From 1 January 2014, a worker, for example an employee, contractor, apprentice or
volunteer who reasonably believes they have been bullied at work may apply to the
Fair Work Commission for an order to stop the workplace bullying. Such workers
should contact the Fair Work Commission to find out if they are eligible to apply for
an order.
The Fair Work Commission will only make an order if satisfied the worker has been
bullied at work by an individual or a group of individuals and there is a risk the worker
will continue to be bullied at work.
The Fair Work Commission will take into account:
 internal procedures available to resolve grievances and disputes at the
workers’ workplace
 final or interim outcomes arising from an investigation carried out by the worker’s
employer or other body, and
 any other matters the Fair Work Commission considers relevant.
Orders could be based on behaviour such as threats made outside the workplace,
if those threats result in the worker being bullied at work, for example threats made by
email or telephone.
The power of the Fair Work Commission to grant an order is limited to preventing the
worker from being bullied at work. The Fair Work Commission cannot make orders
requiring payment of money. The focus is on resolving the matter and enabling normal
working relationships to resume.
Further information on the Fair Work Act amendments and the role of the Fair Work
Commission is located at http://www.fwc.gov.au/.
Contact the Fair Work Commission on 1300 799 675 or visit the Fairwork website
Fair Work Ombudsman
Fair Work Ombudsman provides a comprehensive information service to employees on
industrial relations matters such as Fair Work Act, Awards and Certified Agreements.
In relation to workplace harassment complaints, Fair work Ombudsman staff can
provide specific advice on grievance procedures in awards and agreements.
Contact the Fair Work Ombudsman on 13 13 94 or visit the Fairwork website.
17
Where else can you go for help
NT Anti-Discrimination Commission
The NT Anti-Discrimination Act 1991 promotes fair treatment and equal opportunity by
making discrimination and (e.g. on the basis of race, religion, sexuality or gender
identity) and all sexual harassment against the law.
The Anti-Discrimination Commission NT (ADCNT) accepts and conciliates complaints
of discrimination, and sexual harassment under the Act. Its staff can provide
information on how to make a complaint.
A complainant does not need to have first tried to resolve their complaint informally
before contacting the ADCNT.
If a complaint cannot be resolved through conciliation between the parties, the
complaint is further investigated and ultimately may proceed to a hearing. A hearing
is conducted by the Anti-Discrimination Commissioner and is similar to a court hearing,
but seeks to operate in a more informal and less intimidating way.
Contact: the Anti-Discrimination Commission on 1800 813 846 or visit the website.
Australian Apprenticeships NT
Australian Apprenticeships NT manages and processes Training Contracts,
Government incentives and Apprentice and employer information relating to
apprenticeships and traineeships in the Northern Territory.
In relation to complaints of workplace harassment from apprentices and trainees,
Australian Apprenticeships staff may use a range of strategies to address the issue.
Contact: Australian Apprenticeships NT on 1300 137 130 or visit the website
Unions NT
Trade Unions provide information, advice and advocacy to members on all industrial
matters. Union members can contact their respective union for information.
Contact: Unions NT on (08) 8941 0001 or visit the website
NT Working Women’s Centre
The NT Working Women’s Centre (NTWWC) provides a comprehensive free and
confidential telephone advisory service to women on all work related matters. NTWWC
has information about workplace harassment and is able to offer advice on the possible
courses of action. Information on advocacy and representation can also be obtained
through the service. NTWWS offers workplace training programs and information
sessions on workplace harassment.
Contact: NT Working Women’s Service on 1800 817 055 or visit the website
18
Where else can you go for help
Support services
Organisation
Contact
Lifeline - For crisis support 24 hours/7 days
13 11 14
Beyond Blue - For information on depression, anxiety and related disorders and
treatments and referrals
1300 224 636
Mensline - For information, support and referrals for men – 24 hours / 7 days
1300 789 978
Kids Helpline (5 – 25 years) - For counselling service for those aged 5-25 years – 24
hours / 7 days
1800 551 800
Headspace (12-25 years) - Helping young people who are going through a tough time
1800 659 388
or 8931 5999
Employee Assistance Service NT (EASA) - Provides counselling, mediation, training
and consulting services
1800 193 123
or 8941 1752
NT CATT - Northern Territory Crisis Assessment Telephone Triage and Liaison
Service - Free and confidential 24-hour hotline for mental health inquiries from anyone
experiencing a mental health crisis or concerned about someone's wellbeing.
If you or someone you know may need specialist mental health services, contact:
1800 682 288
 Katherine Mental Health Service - 8973 8724
 Tennant Creek Mental Health Service - 8962 4300
 Alice Springs Mental Health Service - 8951 7710
 Nhulunbuy Mental Health Service - 8967 0415
Workers guide to dealing with workplace bullying
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NT WorkSafe
Work Health and Safety
Toll-free 1800 019 115
Email ntworksafe@nt.gov.au
Fax 08 8999 5141
Workers Rehabilitation and Compensation
Toll-free 1800 250 713
www.worksafe.nt.gov.au