Workplace bullying and harassment are serious issues for those who experience it with reports in New Zealand that at least 1 in 5 workers may be subjected to this behaviour.
WorkSafe New Zealand (as our health and safety regulator) recognises these types of behaviour as significant workplace hazards that can cause the risk of psychosocial and other harm to those affected. Such behaviours can additionally negatively impact on business productivity and result in absenteeism and staff turnover.
Workplace bullying is repeated, unreasonable behaviour directed towards an employee, or group of employees that creates a risk to safety.
Harassment is unwanted and unjustified behaviour that another person finds offensive or humiliating, which is serious or repeated, and has a negative effect on the person’s employment, job performance or job satisfaction. It can take the form of sexual, racial, or general harassment.
WorkSafe has useful information and resources available for both employees and employers about bullying and harassment:
https://www.worksafe.govt.nz/topic-and-industry/bullying/
For an employee who is experiencing this type of behaviour, it is important to raise this with the employer in a timely manner. Left unaddressed, the problem will likely continue which could result in the employee suffering further harm including to the point that their health suffers.
If the employee’s employment agreement or a workplace policy outlines the process that applies, this can be referred to for guidance.
If appropriate, the employee experiencing bullying or harassment, could adopt a self-help option by raising the concern with the person involved if they feel safe enough to do so. This may not be an option in situations that involves more serious behaviour.
If self-help is not an option, the employee should raise the issue with their manager, or the manager above if the behaviour of concern relates to conduct from the manager themselves.
When reporting bullying or harassment, it is recommended to specify dates and times, and what occurred, with enough detail to allow the employer to address the matter. It should be recognised that the employer will need to have the opportunity of looking into matters, and the accused person will have the right of reply to any allegations raised.
When receiving a report or complaint of bullying or harassment, the employer may decide that the issues require formal investigation but should advise the employee involved of this process and keep them up to date on progress.
Any employee who experiences bullying or harassment, should seek support and advice as necessary at any stage. If an employer has not properly addressed matters after these have been raised, there may be other recourse available, including a personal grievance.
MKER is available to provide advice and assistance with such matters, and in a manner that respects the sensitivities involved.