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201407Employment (Bullying at Work)EMPLOYMENT (BULLYING AT WORK) ACT 2014 Principal Act. No. 201407Amending enactmentsCommencement [LN. 2014/164] AssentRelevant current provisions18.9.2014 27.2.2014Commencement date___ARRANGEMENT
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01
Document the bullying incidents with specific details such as date, time, location, and individuals involved.
02
Report the bullying to HR or a manager, following the company's protocol for handling workplace harassment.
03
Keep a record of any communication related to the bullying, including emails, text messages, and written notes.
04
Seek support from colleagues, friends, or a counselor to help cope with the emotional impact of workplace bullying.
05
Consider seeking legal advice if the bullying continues and HR does not take appropriate action to address the issue.

Who needs employment bullying at work?

01
Employees who are experiencing bullying or harassment in the workplace.
02
Managers or HR departments who need to address complaints of workplace bullying.
03
Organizations that want to create a safe and respectful work environment for their employees.
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Employment bullying at work refers to any form of verbal, physical, social, or cyberbullying that occurs in the workplace.
Any employee who experiences or witnesses employment bullying at work is encouraged to file a report.
Employees can fill out a report on employment bullying at work by documenting the details of the incident and submitting it to HR or management.
The purpose of reporting employment bullying at work is to address and prevent workplace harassment and create a safe and respectful environment for all employees.
Information on the incident, including date, time, location, individuals involved, and details of the behavior, must be reported on employment bullying at work.
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