How to write a formal bullying complaint to HR in Australia

A formal bullying complaint to HR is easiest to act on when it is short and dated: what happened, when and where, who was present, how it is affecting your work and what you are asking for. The Fair Work Commission suggests checking whether your workplace has bullying policies and processes and considering a formal complaint to human resources or your manager, where it is safe.

Check the policy and who should receive it

Look for a bullying, grievance or complaints policy and follow the recipient and method it names. The Fair Work Ombudsman also suggests talking privately with someone you trust at work: your manager, a different manager if the issue involves your own, a health and safety representative or human resources. If you are a union member, your union can help too.

You do not have to confront the person first: the Commission says asking them to stop is an option only if you feel safe, and that it is your choice. If the behaviour involves physical assault or damage to property, contact the police.

What to include in the complaint

1. Purpose: one line saying you are making a formal complaint, naming the policy if you know it.
2. Incidents, oldest first: date, place or channel, what was said or done, who was present and what happened next. Mark exact quotes and estimated dates.
3. Effect: observable changes, such as missed breaks, a changed roster or being left out of meetings, plus how you felt, written as your experience. Leave diagnosis to a health professional.
4. Steps already taken: for example, when you raised it informally and what was said.
5. What you are asking for: written acknowledgement, the steps and expected timeframe, a named contact, interim arrangements such as a different reporting line while it is looked at, and information about support such as an employee assistance program (EAP).
6. Attachments: copies of only the relevant emails, messages or rosters. Keep the originals unedited.

Fictional example, not a real case: “At the Monday team meetings on 7, 14 and 21 September 2026, the shift supervisor called my reports ‘useless’ in front of the team. Two colleagues were present each time. On 21 September I emailed the supervisor asking for written feedback on the reports. I have not received a reply.”

Checklist: what to do after you send it

1. The day you send it: send it in writing, for example by email, and save a copy showing the date and time.
2. When it is acknowledged: note the date, who replied and the next step they described. If no timeframe is given, ask for one in writing.
3. After each meeting: write a short note the same day covering who attended, what was said and what was agreed.
4. If anything changes after you complain, such as your shifts, duties or how you are treated: record the date and what changed.
5. When the process ends: keep the outcome together with your notes.

If your notes are not written up yet, our incident log template uses the same fields. For what to write after each incident, see how to document workplace bullying in Australia.

If the workplace process does not stop it

If the complaint does not help, or it is not safe to act at work, the Commission explains that eligible workers can apply to it to stop the bullying. Your state or territory work health and safety regulator, such as SafeWork NSW or WorkSafe Victoria, is another route, and Comcare covers Australian Government employees. Making a complaint about your employment is also a workplace right under the general protections laws, which cover harmful action taken for that reason, such as cutting shifts; whether they apply is a question for an adviser.

Kirokune keeps your notes, photos and imported messages in one case on your iPhone, in time order, and can export a PDF (a Kirokune Plus feature) when you choose to share. It does not decide what happened or give legal advice.

Frequently asked questions

Should I call it bullying in a complaint to HR?

You can say you believe the behaviour is bullying under your workplace policy. The Fair Work Commission describes bullying as unreasonable behaviour that happens more than once and creates a risk to health and safety. The dated facts matter more than the label; whether a definition is met is for the workplace process or the Commission to assess.

Do I have to talk to the person before making a formal complaint?

No. The Fair Work Commission says you could ask the person to stop only if you feel safe, and that talking to them is your choice. If your workplace policy offers informal and formal options, choose the one that is safe for you.

What if I'm treated differently after complaining to HR?

Write down the date and what changed, such as fewer shifts, different duties or being left out. The Fair Work Commission explains that making a complaint about your employment is a workplace right and that general protections laws cover harmful action taken for that reason. Whether that applies is a legal question, so consider getting advice. In these cases the Commission helps the parties try to resolve the dispute; it does not investigate or decide who is right.

Kirokune helps you keep a record. It does not diagnose, decide what happened, or give legal advice.