This guide is based on advice from NPAA Law, an employment law practice that works alongside NPAA's industrial team.
Many workplace disputes come down to evidence. Keeping accurate records, holding onto important documents and writing down significant events as they happen makes it much easier to understand your options and seek assistance if an issue comes up later.
What counts as bullying
Bullying is repeated unreasonable behaviour towards a worker that creates a workplace health and safety risk. A single isolated incident usually isn't bullying. It's more often a pattern of conduct or a series of actions that, viewed together, amount to unreasonable behaviour that causes real harm.
Why records matter
Bullying can be hard to address when there's limited evidence of what happened. Keep clear, accurate records of any concerning behaviour from the start.
Keep a workplace diary
Each entry should record:
- the date, time and location
- who was involved and who witnessed it
- what was said or done
- how it was resolved (if at all)
Write it as soon as you can, while the details are fresh. A note made on the day is much more convincing than a recollection made months later.
Where appropriate, also keep copies of emails, messages, meeting invitations and other correspondence that help show a timeline of events.
Example diary entry
NUM's offensive comment
Date: 4 September 2026
Time: 7:15 am
Location: Nurses' Station, Ward 5
Persons present: Jane Smith (NUM), Sarah Brown (RN), James Wilson (EN)
During handover, Jane Smith stated, "You're always making mistakes and slowing the team down." The comment was made in front of other staff members. I felt embarrassed and did not respond. Sarah Brown and James Wilson were present and witnessed the exchange.
Start your diary today
Download our free workplace diary template and keep it somewhere you can get to quickly after a shift.
This is general information only and isn't advice about your specific situation.
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