Workplace Bullying and Harassment Risk Assessment Checklist for Education & Training
A checklist for assessing psychosocial risks related to bullying and harassment in the workplace, identifying risk factors, and implementing preventive measures.
Supports compliance with the ESOS framework, CRICOS requirements, ASQA standards, and state education department reporting.
Complete Checklist
- 1Review the workplace bullying and harassment policy for currency and complianceCritical
- 2Assess whether the policy has been communicated to all workersCritical
- 3Review any complaints or reports of bullying or harassment during the period
- 4Assess workload distribution for unreasonable demands that may contribute to conflict
- 5Evaluate management styles and supervisory practices for potential risk factors
- 6Check that reporting channels for bullying are accessible and confidentialCritical
- 7Review organisational changes that may increase stress or uncertainty
- 8Assess team dynamics and identify any interpersonal tensions or conflicts
- 9Verify that all workers have received antibullying and harassment trainingCritical
- 10Check that managers have been trained in identifying and responding to bullying
- 11Review the investigation and resolution process for complaints
- 12Assess whether workers feel safe to report concerns without fear of retaliation
- 13Evaluate the support available to workers affected by bullying or harassment
- 14Review remote and hybrid work arrangements for isolation risks
- 15Document the assessment findings and implement risk control measuresCritical
Frequently Asked Questions
What are the employer's obligations regarding psychosocial hazards?
Under WHS law, employers must identify psychosocial hazards in the workplace, assess the risks they pose, implement controls to eliminate or minimise those risks, and review controls regularly. The WHS Regulations in most Australian jurisdictions now explicitly include psychosocial risks alongside physical hazards. This includes managing risks from bullying, harassment, violence, stress, and poor organisational culture.
What should a worker do if they experience workplace bullying?
Workers should record the behaviour including dates, times, and witnesses. They can report the issue to their manager, HR, or WHS representative through the internal complaints process. If the issue is not resolved internally, they can apply to the Fair Work Commission for an order to stop bullying. Workers can also contact their state WHS regulator or seek support from organisations such as Beyond Blue or Lifeline.
What constitutes workplace bullying under Australian law?
Under the Fair Work Act, workplace bullying occurs when an individual or group repeatedly behaves unreasonably toward a worker or group of workers, and the behaviour creates a risk to health and safety. It can include verbal abuse, intimidation, exclusion, spreading rumours, assigning impossible tasks, and withholding information needed for work. A single incident of unreasonable behaviour is not bullying, but it may constitute harassment.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.