Assistance From WorkSafe ACT

WorkSafe ACT can only act on situations that fall within the scope of the Work Health and Safety Act 2011 (WHS Act). This includes verifying an employer or business (or other PCBU) is:

  • consulting with workers about work health and safety
  • providing and maintaining a work environment that is without risks to health and safety
  • providing and maintaining safe systems of work
  • monitoring the health and safety of workers and the conditions at the workplace, to ensure that work-related illnesses and injuries are prevented, and
  • providing appropriate information, instruction, training or supervision to workers and others at the workplace to allow work to be carried out safely.

What WorkSafe ACT cannot do

There are some things WorkSafe ACT cannot do. These include:

  • provide legal advice
  • mediate between the workplace parties involved
  • provide counselling
  • order the employer or business (or other PCBU) to discipline the alleged bully or terminate their employment
  • take sides
  • deal with industrial matters or discrimination, and
  • issue an order to stop bullying behaviour - the Fair Work Commission has powers to issue these orders if required.

What you can expect from WorkSafe ACT

If WorkSafe ACT are the right agency, and you have raised the bullying issue or concern with us by completing the report a workplace concern or issue form.

  • we will acknowledge that we have received your request and provide you with a reference number. Please keep a record of this number and quote it for future enquiries about your complaint
  • within 3 working days from receipt of your request, we may contact you or your workplace (or the place from which the relevant person generally conducts their business or undertaking) for more information, by one of the following methods:
    • letter
    • phone call, or
    • visit by an inspector.
  • we will take care to not disclose any information that may identify you if you have made a request for your identity to remain confidential. However, it is possible that the workplaces will make assumptions about who has raised the issue with us. In some circumstances, remaining anonymous may limit the scope of our action
  • we will be transparent with the workplace about why contact is being made and what their obligations are under the WHS Act. If a visit is undertaken, the inspector will make enquiries to:
    • assess the extent of compliance by the workplace duty holders with their work health and safety obligations in relation to the alleged bullying issues
    • support compliance with legislation.

Our primary purpose is to assess the extent of compliance with WHS laws and ensure compliance, not to support a person's version of events over another or examine a potential breach of a code of conduct (although this may occur whilst we are making our enquiries).

WorkSafe ACT may not be in a position to continue to respond to issues that have already been actioned by us. We may stop responding to you if we have already investigated and responded to your issues. If you have been provided with an opportunity to express your concerns, have been treated fairly, given reasons for decisions made and a reasonable explanation as to why your request can go no further, the matter will be closed. Any further correspondence from you about matters already dealt with will be noted, and no further action will be taken.

What WorkSafe ACT expects of you

WorkSafe ACT take unreasonable behaviour seriously. The Customer Service Charter outlines our standards of service. We do not view abuse, threats, intimidation or harassment of our staff by customers as part of their job. If your behaviour is unacceptable, we may set limits or conditions on your contact with us and provide you with a warning. If your unacceptable behaviour continues, we may cease all direct contact with you.

How will I find out what the outcome is?

You will be provided with feedback during WorkSafe ACT's enquiry process.

  • we will keep you informed of progress, and when finalised, will provide you with the outcome, the reason for the decision and any actions taken. You will receive feedback by either:
    • written confirmation
    • over the phone, or
    • in person
  • we will ensure that our decisions and actions are reasonable, fair and appropriate to the circumstances, based on consideration of all relevant legislation, policies and procedures.

Service Charter

For more information, please read our Service Charter.

Explore the following pages under this section to obtain more specific information:

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