Tag Archives: Workplace Bullying

Bullying Investigations, Policies, Serious Misconduct, Workplace Investigations

Workplace Investigations and Psychosocial Risk: What HR Managers Need to Get Right in 2026

Posted on by Glen Thomasen
HR manager assessing workplace investigation and psychosocial risk in Australia
15
Sep

In this guide — jump to a section A Workplace Investigation Is Not the Same as a Psychosocial Risk Assessment The Investigation Process Itself Can Affect Psychosocial Risk 10 Investigation Mistakes That Can Increase Psychosocial Risk Procedural Fairness and Psychosocial Safety Are Not Opposing Concepts What Does Procedural Fairness Look Like in a Workplace Investigation? […]

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Code of Coduct, Policies, WHS Workplace Investigations, WHS Workplace Investigations VIC, Workplace Investigations

Managing Whistleblower Complaints Under the Public Interest Disclosure Act

Posted on by Glen Thomasen
Workplace whistleblower investigation under the Public Interest Disclosure Act in Australia
26
Feb

In this guide — jump to a section Understanding the Public Interest Disclosure Framework What Qualifies as a Public Interest Disclosure? Step 1: Immediate Risk Assessment Step 2: Preserving Confidentiality Step 3: Determining Investigation Independence Step 4: Establishing Clear Terms of Reference Step 5: Procedural Fairness Step 6: Evidence Gathering Step 7: Findings and Reporting […]

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Bullying Investigations, Policies

Anti-Bullying Orders and the Fair Work Commission: What Employers Need to Know

Posted on by Glen Thomasen
Illustration representing employer obligations under Fair Work bullying orders
07
Feb

In this guide — jump to a section Anti-Bullying Orders and the Fair Work Commission: What Employers Need to Know What Is a Fair Work Bullying Order? How the Fair Work Commission Defines Workplace Bullying What Is Not Workplace Bullying Who Can Apply for a Fair Work Bullying Order? What Powers Does the Fair Work […]

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WHS Workplace Investigations

Workplace Investigation Melbourne: Victorian OHS Employer Obligations

Posted on by Glen Thomasen
Workplace investigation in Melbourne VIC showing employer obligations under Victorian OHS laws
25
Jan

In this guide — jump to a section When Melbourne Employers Must Conduct a Workplace Investigation WorkSafe Victoria Expectations for Workplace Investigations Independent Workplace Investigations in Melbourne Frequently Asked Questions: Workplace Investigations in Melbourne Preparing to appoint a workplace investigator in Melbourne Further guidance for HR Employers operating in Melbourne and across Victoria are governed […]

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Bullying Investigations, Serious Misconduct, Workplace Investigations

WHS Workplace Investigation Brisbane: Queensland Employer Obligations

Posted on by Glen Thomasen
WHS workplace investigation in Brisbane QLD showing employer obligations under Queensland WHS laws
24
Jan

In this guide — jump to a section When Brisbane Employers Must Conduct a WHS Investigation Queensland Regulator Expectations for Workplace Investigations Independent WHS Workplace Investigations in Brisbane Frequently Asked Questions: WHS Workplace Investigations in Brisbane Planning an investigation across Brisbane and Queensland workplaces Further guidance for HR Employers operating in Brisbane and across Queensland […]

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Policies, Workplace Investigations

WHS Workplace Investigation Australia: Legal Obligations Every Employer Must Understand

Posted on by Glen Thomasen
WHS workplace investigation Australia showing employer legal obligations under Australian safety laws
23
Jan

In this guide — jump to a section WHS Workplace Investigations in Australia: Why This Matters Now What Is a WHS Workplace Investigation? Legal Duties Under Australian WHS Laws When Is a WHS Workplace Investigation Required? Officer Due Diligence and Personal Liability Regulator Expectations for WHS Investigations Why Independent WHS Investigations Are Often Necessary WHS […]

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Code of Coduct, Policies, Workplace Investigations

Post Investigation Actions (Workplace): The Definitive HR Checklist & Next Steps

Posted on by Glen Thomasen
Post investigation actions workplace: HR team implementing fair outcomes and culture improvements.
02
Nov

In this guide — jump to a section Executive Summary 1) Close the Investigation—Properly 2) Decide and Implement Outcomes (Proportionate & Defensible) 3) Protect Health, Safety & Psychological Safety 4) Remedy the Root Causes (Not Just the Incident) 5) Communicate With Care (Trust > Detail) 6) Create and Execute a Return-to-Work / Team Reset Plan […]

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Bullying Investigations, Policies, Workplace Investigations

Workplace Bullying vs Conflict: Key Differences Explained | Synergy Workplace Investigations

Posted on by Glen Thomasen
Workplace Bullying vs Conflict: Key Differences Explained | Synergy Workplace Investigations
25
Sep

In this guide — jump to a section Defining Workplace Conflict Understanding Workplace Bullying Workplace Bullying vs Conflict: The Key Differences Why It Matters for Organisations How Synergy Workplace Investigations Can Help Final Thoughts Workplace Bullying vs Conflict: Key Differences Explained | Synergy Workplace Investigations When tensions arise at work, it can be difficult to […]

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Bullying Investigations, Policies, Workplace Investigations

Identifying Workplace Bullying: Early Signs & Legal Risks

Posted on by Glen Thomasen
Identifying Workplace Bullying: Early Signs & Legal Risks
20
Sep

In this guide — jump to a section What Is Workplace Bullying? Early Warning Signs Employers Should Watch For The Legal Risks of Ignoring Workplace Bullying Proactive Steps to Reduce Risk Final Thoughts { “@context”: “https://schema.org”, “@type”: “Article”, “headline”: “How to Identify Workplace Bullying Before It Becomes a Legal Risk”, “description”: “A comprehensive guide on […]

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Bullying Investigations, Workplace Investigations

What Evidence Do You Need in a Workplace Bullying Investigation in Australia?

Posted on by Glen Thomasen
“Investigator reviewing workplace bullying evidence documents during an HR investigation in Australia”
02
Aug

Workplace bullying is a serious issue that can have lasting impacts on individuals and organisations alike. When allegations of bullying arise, it is critical that employers conduct a thorough, fair, and legally sound workplace bullying investigation. One of the most important aspects of any investigation is the collection and assessment of credible and relevant evidence. […]

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