It’s reasonable for PCBUs, managers and supervisors to:

  • allocate work
  • direct and control the way that work is done
  • give fair and reasonable feedback on a worker’s performance.

These actions are not considered workplace bullying if they are carried out lawfully and in a reasonable manner.

Differences of opinion and disagreements are generally not considered workplace bullying. People can have differences and disagreements at work without engaging in repeated, unreasonable behaviour that creates a risk to WHS. People may also take offence at some behaviour that, in itself, is not unreasonable (including action by management). For more examples, see section 3 of our guide ‘How to prevent and respond to workplace bullying’ in the resources listing below.