Workplace bullying is difficult enough to navigate. But when the person targeting you holds a senior position—your manager, a team lead, or someone with influence—it can feel especially isolating. Many employees hesitate to speak up, fearing retaliation or professional backlash. But bullying, no matter who it comes from, is not acceptable. If you’re in this situation, you’re not powerless—and getting guidance from Employment lawyers Melbourne early on can help you take the right steps without making things worse.
Recognise the Behaviour for What It Is
Sometimes workplace bullying is subtle, especially when it comes from someone in a senior role. You might second-guess yourself or wonder if you’re just being overly sensitive. But bullying isn’t always yelling or name-calling—it can include:
- Consistently undermining your work
- Withholding important information
- Public criticism or humiliation
- Setting you up to fail with unrealistic deadlines
- Isolating or excluding you from meetings or projects
If the behaviour feels targeted, persistent, and causes you stress or harm, it’s worth paying attention to.
Start Documenting Everything
When you’re dealing with a senior staff member, documentation is your best friend. Begin a log—ideally on your personal device or email—where you note:
- Dates, times, and locations of incidents
- What was said or done
- Who was present (if anyone)
- How it impacted your work or wellbeing
Stick to facts and avoid emotional language. These records can be crucial if you choose to escalate the issue or seek legal advice.
Don’t Go Through It Alone
It can be tempting to just “push through” bullying behaviour—especially if you’re worried about damaging your reputation. But talking to someone can provide clarity and support. Start with:
- A trusted colleague who’s seen the behaviour
- A union representative (if applicable)
- HR, if you feel safe doing so
If you’re unsure how to raise the issue or what your options are, a quick consultation with an employment lawyer can provide a clearer path forward.
Know What HR Can—and Can’t—Do
HR exists to support employees, but it also protects the company’s interests. That means outcomes can vary depending on the situation and the power dynamics involved. When reporting to HR:
- Be specific and provide your documentation
- Request confidentiality, but understand they may need to act
- Ask what the formal process will look like
- If internal resolution doesn’t work, you may have other routes, depending on the severity of the bullying. In some cases, seeking exectutive protection can be a viable option, especially if the situation involves threats to your personal safety or security. Mediation, formal complaints to Fair Work (or similar bodies), and legal action are also potential paths. Not every case will lead to a lawsuit—but understanding your legal position can help you decide whether to stay and fight for change, or make a graceful exit on your terms.
If the senior person is key to the business, HR may tread lightly. That’s why being informed about your rights is essential before making any formal complaint.
Avoid Retaliation (Even If It’s Subtle)
If your manager starts acting differently after you speak up—giving you less work, freezing you out, or nitpicking—this could be considered retaliation, which is also against workplace laws. Retaliation might be:
- A demotion or change in duties
- A poor performance review without basis
- Being excluded from meetings or decision-making
Continue to document these behaviours and flag them to HR or your legal support. Retaliation can sometimes strengthen your case if things escalate.
Consider All Your Options
If internal resolution doesn’t work, you may have other routes, depending on the severity of the bullying:
- Mediation: Some organisations offer third-party mediation to address conflict
- Formal complaint to Fair Work (or similar body): If your rights are being violated
- Legal action: For serious cases involving mental health impacts, harassment, or discrimination
Not every case will lead to a lawsuit—but understanding your legal position can help you decide whether to stay and fight for change, or make a graceful exit on your terms.
Protect Your Wellbeing
Dealing with bullying—especially from someone in power—can wear you down. If you’re experiencing stress, anxiety, or burnout:
- Talk to your GP or a mental health professional
- Use your personal leave if you need space to recover
- Reach out to support services or employee assistance programs
Your mental health matters as much as your career. Take care of yourself through the process.
Bullying from a senior colleague doesn’t mean you’re stuck. With the right support and a clear understanding of your rights, you can stand up for yourself, protect your professional reputation, and move forward—on your terms.