Trade sites can be rough-and-tumble places, and there's a difference between a bit of banter and genuine bullying. Being the youngest or newest on site doesn't mean you have to cop mistreatment. Bullying is a real workplace health and safety issue in Australia, and there are laws, processes and people whose job it is to help you deal with it.
This guide explains what actually counts as bullying, what your options are, and where to get help. The goal is simple: know your rights, know your options and know where to turn.
What counts as bullying (and what doesn't)
Under Australian workplace law, bullying is repeated unreasonable behaviour directed at a worker that creates a risk to health and safety. The key words are "repeated" and "unreasonable" — a one-off blow-up or a bad day usually isn't legally bullying, though it may still be worth raising.
Bullying can look like:
- Constant belittling, humiliation or put-downs, especially in front of others
- Being singled out for unfair treatment, impossible deadlines or the worst jobs on purpose
- Threats, intimidation or aggressive behaviour
- Spreading rumours, exclusion, or the silent treatment
- Withholding information or training you need to do your job
What it isn't: reasonable management. A supervisor giving you honest feedback, correcting your work, allocating tasks or managing your performance in a fair way is doing their job — even if it stings. If you struggle with feedback, read how to take feedback without taking it personally.
Harassment and sexual harassment are separate but related — and even a single incident of sexual harassment is unlawful. So is discrimination based on things like race, sex, age or disability.
Bullying is a safety issue, not just a personal one
This is the part a lot of apprentices don't realise: bullying is treated as a work health and safety (WHS) hazard in Australia. Your employer has a legal duty to provide a safe workplace, and that includes psychological safety — not just physical.
That means it's not "just how sites are" or something you have to toughen up and accept. Safe Work Australia and your state regulator (SafeWork NSW, WorkSafe Victoria, WorkSafe QLD and others) recognise bullying as a risk employers must manage. Framing it as a safety issue can also make it easier to raise, because most sites take safety seriously.
What to do first
Dealing with it early usually works best. Here's a sensible order to approach it:
- Step 1: If it's safe, address it directly. Sometimes the person doesn't realise the impact. A calm "Look, that's not on, I don't appreciate it" can be enough. Only do this if you feel safe.
- Step 2: Keep a record. Write down what happened, when, where and who saw it. Note dates and exact words if you can. This matters if you need to escalate later.
- Step 3: Tell someone in charge. Talk to your supervisor, leading hand, site manager or HR. If the bully is your direct boss, go above them. For help with that conversation, read talking to your boss about problems.
- Step 4: Use your support network. Your Australian Apprenticeship Support Network (AASN) provider or group training organisation (GTO) can step in, especially if the workplace isn't listening.
If you're placed through a GTO
If you're employed by a group training organisation and hosted out to a business, you've got an extra layer of support. The GTO is your actual employer, so raising a bullying issue with your GTO field officer is often the fastest way to get action — they can talk to the host, move you to a different host, or manage the situation on your behalf.
Learn more about how this works in how group training organisations work.
Where to get outside help
If raising it internally doesn't fix things — or you don't feel safe doing so — there are free external options:
- Fair Work Commission — you can apply for a "stop bullying" order if the behaviour is ongoing. This is a formal legal process and it's free to lodge. Details at fwc.gov.au.
- Fair Work Ombudsman — general advice on workplace rights at fairwork.gov.au.
- Your state WHS regulator — for serious health and safety concerns.
- Your union — advice and representation if you're a member.
- Anti-discrimination and human rights bodies — for bullying tied to discrimination or sexual harassment.
For a fuller list of who does what, see where to get help: support services for apprentices.
Look after your head
Being bullied can grind you down, mess with your sleep and make you dread going to work. That's a normal response to an abnormal situation — and it's worth taking seriously. Don't sit with it alone.
Talk to someone you trust, and reach out to support if you need it. Beyond Blue (1300 22 4636) and Lifeline (13 11 14) are free and confidential, and Lifeline's crisis line is available 24/7. For trade-specific support, read mental health support for apprentices.
Know your rights and stand your ground
You have the right to a safe workplace and to raise a concern without being punished for it. Being disadvantaged, sacked or given a hard time because you spoke up about bullying is itself unlawful (it's called adverse action). Keep your records, use the proper channels, and lean on the support that exists.
Nobody should have to earn their trade in a hostile environment. If your workplace is truly toxic and won't change, moving on is a legitimate option too — see moving between employers mid-apprenticeship.
Key takeaways
- Bullying is repeated unreasonable behaviour that risks your health — reasonable management and one-off feedback aren't bullying.
- It's treated as a work health and safety issue, so employers have a legal duty to deal with it.
- Address it early if safe, keep written records, and escalate to a supervisor, HR, your AASN provider or GTO.
- Free external help includes the Fair Work Commission (stop-bullying orders), Fair Work Ombudsman, your WHS regulator and your union.
- Look after your mental health — Lifeline (13 11 14) and Beyond Blue (1300 22 4636) are there anytime.