How to Handle Workplace Bullying as a Nurse or Midwife

We’ve all heard the outdated, cringe-worthy cliché: "Nurses eat their young." It’s an unfortunate, yet common, idiom that can be traced throughout nurse culture internationally. However, workplace bullying in nursing and midwifery isn't just a "rite of passage" or a side effect of a high-pressure environment. It’s a systemic hazard that often costs the Australian healthcare system some of its best clinicians. If you’ve ever sat in your car for ten minutes before a shift, gripping the steering wheel with that familiar knot in your stomach, and apprehensive to what could happen when you step inside, then this article is for you.

Bullying is a documented epidemic in our wards. According to the Victorian Public Sector Commission (VPSC) 2024 People Matter Survey, roughly 13.3% of public sector healthcare employees reported experiencing workplace bullying from colleagues and managers. The 2024 Midwifery Futures Report highlighted that lateral violence is a key driver behind the current workforce crisis and found that 85% of midwives had experienced or witnessed workplace bullying, with roughly one-third (36.6%) considering leaving the profession due to workplace culture.

Beyond being a driving force behind labour, research has also consistently shown that in "toxic" work environments, communication breaks down – meaning that patient safety can be put at risk as targeted staff are less likely to speak up about a deteriorating patient or ask for a second set of eyes on a medication calculation. 71% of clinicians in various studies have linked unprofessional behaviour to medical errors.

Under the Fair Work Act 2009 (Section 789FD), workplace bullying occurs when:

1. A person or group repeatedly behaves unreasonably towards a worker or a group of workers.
2. The behaviour creates a risk to health and safety.

What it is not: Reasonable management action. If a Nurse Unit Manager (NUM) gives you constructive feedback on your clinical documentation or discusses your Key Performance Indicators (KPI) performance in a professional manner, this is generally not bullying. It is the method and frequency of the delivery that shifts the needle.

You can learn more about managing bullying and harassment in the workplace here.

If you are experiencing harassment or lateral violence, you can find support by calling us on our free and confidential helpline at 1800 667 877. Otherwise, following these four steps can help protect yourself in the case of an escalating situation.

1. Maintain an Incident Log

Document everything! If you end up in a situation with Human Resources or the Fair Work Commission, documentation of instances will help your case immensely.

• Keep a private diary (either physically or digitally on your phone or home computer).
• Record dates, times, specific quotes, and any witnesses or people that were around during the incident.
• Document how the incident made you feel and its impact on your work.

2. Review Your Hospital’s Internal Policy

Every Australian healthcare provider is required to have a Prevention of Bullying and Harassment policy. Familiarize yourself with the internal grievance procedure of your workplace and see what internal steps they have set up in the case of workplace bullying.

3. Access Professional Support Systems

Often workplace bullying can erode your confidence and have a significant negative impact on your mental health. If you need external support, you can reach out to several support organisations for help or advice.

Nurse & Midwife Support: Our 24/7 confidential support helpline is run by Australian nurses and midwives for nurses and midwives. It’s free, anonymous and accessible whenever and wherever you need it (1800 667 877).

Nurse Midwife Health Program Australia (NMHPA): Provides free and confidential peer support counselling, Monday to Friday, 9am to 5pm across Australia (1800 001 060).

The ANMF (Australian Nursing and Midwifery Federation): Australia's largest national union and professional nursing and midwifery organisation can provide industrial advice and legal representation (in the event it is needed).

4. Escalate to the Fair Work Commission

If your employer fails to address the situation, you can apply for a Stop Bullying Order through the Fair Work Commission. This is a formal legal avenue designed to resolve the issue while you remain in your role.

Note: A Stop Bullying Order cannot award compensation and is simply a formally issued order requiring people to stop the behaviour, change rosters, or for the employer to provide training.

Sometimes it can be easier to feel like it’s none of your business. You’re overworked, you’ve already had a long shift, it’s really none of your business after all – and that’s understandable. However, it’s important to remember that you also don't have to be a hero; simply checking in on a colleague or stating, "That comment felt unnecessary," can begin to shift a toxic culture.

If you’re struggling, or feeling snowed under, and need someone to talk to, you can talk to our team of experienced nurses and midwives for free, confidential and anonymous advice. We’re here for you Australia-wide on 1800 667 877 or by email.