Anti-Bullying Legislation

"Malaysia explicitly criminalises workplace bullying Starting 11 July 2025, Malaysia enforces amendments to its Penal Code and Criminal Procedure Code that explicitly criminalise bullying, harassment, intimidation, and cyberbullying in the workplace. What once sat in a grey area of internal policies and “personality clashes” is now firmly a legal issue. Under the amended law, repeated behaviour that causes fear, distress, or psychological harm can trigger police investigations, and not just something to be handled in private, behind-closed-doors HR meetings. The legal changes were introduced to close long-standing gaps in the law to address the concerning emotional and psychological harm to employees from the misconduct of employers or other employees that occurs digitally through messaging apps, email, and social platforms." https://lnkd.in/eHfyKXe3

A Critical Moment for Workplace Safety in Massachusetts Proud to share that the Workplace Psychological Safety Act (S.1347) advanced to the Senate Ways & Means Committee in Massachusetts. Earlier this summer (June), I testified in support of this bill, drawing from my own experiences and those of others who have endured workplace abuse. The stories we told aren’t anecdotal but evidence of a systemic failure to protect psychological safety at work. Here's why this matters: This bill would make workplace bullying an unlawful practice under Massachusetts law, giving workers a clearer path to accountability. Moving the bill to Ways & Means is significant because it means lawmakers are scrutinizing not just its moral imperative, but its fiscal and policy design. Many bills stall here. But this one has momentum and it’s time for us to lean in. 🎥 I’m posting my full video testimony from June — raw, unfiltered, and earnest. I invite you to watch, share, and use your voice. Here's what you can do to help: Email or message members of the Senate Ways & Means Committee, urging them to move S.1347 forward. Share this post (and the video) with your network. Comment here: Why does psychological safety at work matter to you? The path to safer, more humane workplaces requires collective effort. Let’s make Massachusetts the example, not the exception. #PsychologicalSafety #EmployeeRights #WorkplaceReform #SpeakUp #HumanDignity #MentalHealthAtWork #Leadership #Endworkplaceabuse

New Law Effective 11 July 2025: Workplace Harassment Is Now a Crime Starting 11 July 2025, workplace harassment is no longer just a disciplinary matter, it is now officially a criminal offence under the Penal Code (Amendment) Act 2024. This means certain behaviors can now lead to legal action and even jail time. Offences include: -Using threatening, abusive, or insulting words that cause fear or emotional distress - Cyberbullying, public humiliation, or online harassment - Sharing someone’s personal details without their consent - Provoking someone to self-harm. If it leads to actual harm, it can carry up to 10 years of imprisonment These protections apply to both physical and online work environments. Let’s be clear: what used to be brushed off as “office drama” is now a criminal act. Phrases like: “Relax lah, don’t be so sensitive.” “You’re just being emotional.” “They were just joking,don’t overthink.” ...are no longer acceptable. This amendment also aligns with our Professional Conduct, Discrimination, and Harassment Policy, which emphasises zero tolerance toward any form of harassment or disrespectful behaviour. This law sends a strong message: 1. Respectful communication is not optional 2. Boundaries matter 3. No one is above accountability To leaders: You set the tone. Culture begins with you. To employees: You have the right to a safe, harassment-free workplace. This is no longer just policy. It’s the law. Let’s work together to create a workplace where respect is standard, not special. Where dignity is upheld, and harassment has no place. Thanks. ✌🏻️

POV: When Workplace Bullying Becomes a Police Case Yesterday, a follower asked, “Aunty, the new A1750 law about workplace bullying means we need to lodge police report now?” I was like… “Huh?” That question made me sit up and dig deeper what A1750 actually is, and turns out, if refers to the Penal Code (Amendment) Act 2025 [Act A1750] and Criminal Procedure Code (Amendment) Act 2025 [Act A1751], which were published and came into force on 11 July 2025. Sections 507B and 507G have been introduced and they officially criminalised specific acts of bullying, harassment, and doxing (that means publicly sharing someone’s personal information without their consent, usually to shame, harass, or threaten them), especially when it causes emotional or psychological harm. But before you all run to HR to report your boss, understand this: 🔸 This is NOT part of the Employment Act or Industrial Relations Act 🔸 This is the PENAL CODE, which means, it falls under criminal law 🔸 If you want to take action, it will involve lodging a police report, and potentially going to court HR can support you, provide a safe channel to speak up, and help mediate but HR cannot investigate criminal matters. Only the police have the authority to act under this law. Now, once you escalate to the police, there’s no “undo” button.  So before you burn that bridge completely, consider this: 👉 Have you tried reasoning it out professionally? 👉 Was it truly that bad or was it just a misunderstanding? 👉 Do you have solid evidence? Because, imho, bravery isn’t always about confrontation. Sometimes, it’s also about calm, clear reasoning, if that makes sense. And for those considering constructive dismissal, be reminded you still need to prove that there’s been a fundamental breach to the root of your employment contract. Bad vibes or difficult boss is not going to make the cut. It’s a high threshold, so don’t go in blind. Yes, know your rights. But also, know the process. xoxoxo, AuntyHR

NSW has just overhauled its responses to workplace bullying and these include some significant differences to other Australian states. From 3 July 2025, the NSW Industrial Relations Commission will have new powers to handle bullying and sexual harassment complaints employees. In the past, public sector and local government employees have been excluded from applying for stop bullying and/or sexual harassment orders. Those employees in the state of NSW will now be able to make applications for orders of this nature. Though this process, the Commission will be able to: - Issue stop-bullying and harassment orders - Direct employers to change practices - Award compensation up to $100,000 Specific to NSW, this is a big shift from the Fair Work Commission’s current system, which can only issue stop orders and cannot award compensation. Where employees only had the avenue of a Workcover claim or costly legal proceedings, this provides a new option for employees gaining compensation for serious and costly bullying events. What does this mean for employers? - Stronger accountability: Employers can face compensation claims directly linked to bullying complaints. - Need for robust systems: Preventing and managing complaints effectively will now have financial and reputational implications. - Training & policy updates: Ensure managers and HR teams are prepared to handle bullying and harassment consistently with these changes. - Early intervention matters more: Resolving complaints early can reduce escalation to the IRC, reducing risk. These changes reflect a clear direction. Workplaces need to have prevention, systems, and accountable leadership in place to manage psychosocial risks like bullying effectively. Is your workplace ready for these changes? If not reach out to find out how we can help with with bullying prevention workshops and coaching. Cheers, Michael

🚨 New anti-bullying & sexual harassment powers for the NSW IRC, with compensation up to $100k 🚨 The NSW Government has passed new legislation creating dedicated anti-bullying and sexual harassment protections within the Industrial Relations Act 1996 (NSW). These reforms give the NSW Industrial Relations Commission the power to: ✅ Issue stop orders for bullying and sexual harassment ✅ Award compensation of up to $100,000 ✅ Intervene before psychological injury occurs 🛑 These changes apply only to public sector workers and employers in the NSW industrial relations system. That is a lot of employees, noting that amongst teachers, health, police, local governments etc, the NSW Government is the largest employer in Australia. Before now, the IRC did not have a dedicated stop-bullying or stop-harassment jurisdiction and most of these employees were not eligible to bring a claim through the Fair Work Commission. These are big changes that implement similar definitions as Fair Work, but with added compensation, which is not a feature of the Fair Work system. Through the IRC, employers may be liable for compensation up to $100k, plus penalties, for bullying or harassment-related contraventions. If you’re a government agency, department or local council, now is the time to: 🔹 Update workplace policies 🔹 Train HR and leaders 🔹 Prepare to respond to claims This is a major shift in claims available to NSW public sector employers. #EmploymentLaw #NSWGovernment #IndustrialRelations #Bullying #SexualHarassment #PublicSector #WorkplaceLaw #RespectAtWork