As Australian companies embrace the flexibility of remote work, the office landscape has changed permanently. For many, working from home offers a welcome reduction in commute times and petrol costs.
However, this shift has introduced a new, often invisible challenge: remote workplace harassment (or cyber-bullying). Without the physical visibility of an office, toxic behaviour can go unnoticed by management for months, leaving victims isolated and distressed.
In this article, we explore why remote harassment is rising and how employers can meet their legal obligations to stop it.
What constitutes Remote Harassment?
Remote work harassment (cyber-bullying) includes any bullying, discrimination, or sexual harassment that occurs via digital channels rather than face-to-face.
Because there are no physical witnesses, perpetrators often feel emboldened. Common examples include:
- Digital Exclusion: Deliberately leaving specific employees out of email chains, Slack channels, or Zoom meetings.
- Aggressive Communication: Sending shouty (all caps), demeaning, or threatening emails and messages.
- “Zoom-Bombing”: undermining or humiliating a colleague during video calls.
- Micromanagement: Excessive monitoring or checking-in that crosses the line into intimidation.
- Inappropriate Content: Sending offensive memes, images, or sexual advances via private message.
The “Hidden” Problem
Remote work creates a unique risk: invisibility.
In a physical office, a manager might see an employee crying at their desk or hear a shouting match. In a remote setting, these cues are missing. Victims often suffer in silence because they feel they lack “hard proof” or fear that reporting it will make them look difficult.
Australian Legal Context:
It is important to remember that Fair Work and WHS laws apply to the “workplace” regardless of its physical location. If an employee is working from their kitchen table, that is their workplace. Employers have a positive duty to prevent harassment there, just as they do in the corporate HQ.
Strategies for Combating Remote Harassment
Employers must adapt their safety strategies to the digital realm. Here is how:
1. Update Policies for the Digital Age
Your Code of Conduct must explicitly state that digital communication rules are the same as verbal ones. Make it clear that “private” messages on company platforms (like Teams or Slack) are considered professional correspondence and are subject to conduct reviews.
2. Specific Training
General harassment training often focuses on physical boundaries (e.g., inappropriate touching). Remote training needs to focus on tone, inclusion, and digital etiquette. Ensure employees understand that excluding a colleague from a digital meeting is a form of bullying.
3. Establish Clear Reporting Channels
Remote staff often feel disconnected from HR. You must ensure there is a clear, accessible, and safe way for them to report abuse without fear of retaliation. Consider using anonymous reporting tools or whistleblower platforms.
4. Regular Welfare Checks (Not just Work Audits)
Don’t just check your employees’ output; check their well-being. Regular one-on-one catch-ups via video (not just email) allow managers to spot non-verbal signs of stress or withdrawal that might indicate bullying.
Conclusion
Remote work offers freedom, but it shouldn’t come at the cost of safety. Employers must be proactive. If you suspect your digital culture has turned toxic, independent intervention is often required to uncover the truth.
Suspect Cyber-Bullying in Your Team?
Jolasers conducts independent investigations into digital and remote workplace harassment.
Telephone: 0418 101 164 (Stephen Oliver)
Service Areas:
Melbourne Investigations | Geelong Investigations
Common Questions
Does WHS law apply to home offices?
Yes. Under Australian WHS laws, an employer has a duty of care to ensure the health and safety (including psychological health) of employees, regardless of where they are working.
Is excluding someone ‘bullying’?
Yes. If an employee is repeatedly and unreasonably excluded from essential meetings, emails, or communication channels, this constitutes bullying behaviour.
Can I investigate Teams/Slack messages?
Generally, yes. Communication on company-provided platforms is considered professional correspondence. However, employers should have clear IT policies stating that these channels may be monitored.