We are delighted to present our inaugural Workplace Bullying, Harassment & Discrimination webinar. Based on our highly successful 2019 conference series, the webinar will help you understand your legal obligations, conduct fair and thorough workplace investigations, and will help you.

Workplace bullying, harassment and discrimination not only leads to psychological harm to employees but can significantly affect your organisation’s reputation. A failure to understand and manage these issues can result in liability for employers and employees involved in a breach.

This webinar will provide both legal advisor and HR practitioner with pragmatic, practical guidance on how to manage issues of bullying in the workplace.

We look forward to you joining us.

For any event enquiries, please email eventsanz@thomsonreuters.com

Dates & Time

Thursday, 10 September
9am - 12.30pm AEST




$239 + GST

Register Now


For any event enquiries email eventsanz@thomsonreuters.com



Welcome from moderator 

James Mattson, Partner, Bartier Perry Pty Limited


Workplace bullying & COVID-19

  • What is bullying and what are the laws relating to it?
  • Outcomes of recent workplace bullying cases
  • Costs and awards trends
  • The Impact of COVID-19 on Workplace Bullying and working from home

Kate Walawski, Partner, Murfett Legal


Can a workplace bully change their spots?

It can't go on; something has to change. You've received multiple complaints from employees describing how difficult it is to work with this individual. You've realised it's not just a simple personality conflict – it's a chronic pattern of repeated bullying behaviour shown toward others.

You've tried talking to the individual, to no avail. You feel helpless – you wonder if the situation is hopeless; but are you really? Can you get the bully really change their spots?

In this session, we present information and strategies to support that employee to change including:

  • Why bullies act as they do
  • What stops management from acting
  • Why don’t bullies see the harm they do
  • How to take the blinders off

Michael Plowright, Director, Working Well Together




Social media risks for employers and strategies to minimise risk 

With social media posts will be deemed as bullying “at work” if the posts are “viewed at work” what are the legal risks associated with improper use of social media at work and outside of work and the strategies to minimise this risk including:

  • The connection between an employee’s social media posts and their employment
  • The rights and obligations of employers to protect employees from risks arising from corporate social media accounts
  • Bullying and social media
  • Developing a legally compliant social media and IT use policy
  • Disciplinary options including termination of employment for inappropriate use of social media

Michael Byrnes, Partner, Swaab 


Effectively running misconduct-based workplace investigations

This interactive session addresses the investigation process can be fraught with traps for the unwary. They can be much more complex and time consuming than initially thought, often with no clear outcome at the end of the process. This session covers the key principles of an effective investigation including:

  • When is a formal investigation required?
  • Insourced or outsourced?
  • The evidence gathering process
  • The importance of record keeping
  • Managing difficult or reluctant witnesses
  • Preparing a report and making a final decision and outcome

Wendy Fauvel, Executive Counsel, Herbert Smith Freehills


Performance management when there are allegations of bullying and how to minimise the risk of adverse actions

  • How to minimise the risk of bullying claims made in the context of a performance management process
  • What to do when an employee being performance managed claims they are being bullied
  • What constitutes reasonable management action?
  • Case law update

Tom Reaburn, Senior Associate, McCullough Robertson