9% of all serious workers’ compensation claims are for work related mental health conditions. A burgeoning workplace mental health risk remains bullying, which is now magnified with online channels. Since most social platforms are public, bullying in the workplace now extends to these platforms and therefore an employer’s responsibility to keep workers safe ‘at work’. 

It used to be that from the moment you stepped into your place of work, you were on work time and at the end of the work day, you stepped through the door and back into your private time. If there was any harassment or workplace issues occurring between colleagues, employers generally knew about it given that it was happening within the physical workplace. 

The advent of social media, combined with working from anywhere and approved digital communication tools have meant that cyberbullying has become an increasingly prevalent workplace issue and now need to be considered for inclusion in companies' policies, procedures and induction with reporting lines available to workers. 

According to Bully Zero Australia, cyberbullying is just as rampant in some sectors as bullying that happens in a physical workplace. 

What Is Cyberbullying? 

Workplace bullying is any behaviour that offends, degrades or threatens and is aimed at a colleague at work. Cyberbullying is bullying that is done using technology. For example, using the Internet, social media, mobile phone or a camera to hurt or embarrass someone is considered cyberbullying. 

With digital devices in everyone’s hand and being used around the clock, these situations are harder to stop. It’s now very common to add a colleague on Facebook, Linkedin or Twitter, and connect with them regularly outside of working hours. 

Cyberbullying Never Sleeps 

One major issue for employers is knowing where their responsibility starts and finishes – A group of staff members can be posting memes or other hurtful content on Facebook at 11:30pm while lying awake in bed. If it’s about another team member, it’s bullying. The reality is that workers need to know that their conduct extends to social media and their online behaviour. 

As outlined in the Fair Work Act of 2009, ‘….employers have a responsibility to legally provide their staff with a safe, healthy and welcoming place to work.’ 

So, whether it’s happening in person, in the workplace, out of the workplace, over email or over social media platforms, if it’s happening between colleagues – it’s the employer’s responsibility.