Introduction

If you're reading this, something has already happened at work that made you want a proper record of it — and that instinct is worth acting on immediately, not eventually. This is the starting point: what to capture, how to capture it, and how to make sure it actually helps you if things escalate.

Why documentation is the single most powerful thing you can do

Workplace bullying complaints succeed or fail on evidence. Under the Fair Work Act, bullying is repeated unreasonable behaviour that creates a risk to health and safety — the word "repeated" is doing a lot of work there, because a single incident, however upsetting, is much harder to act on than a documented pattern. HR investigations, union representatives, and the Fair Work Commission all respond to specifics: dates, quotes, witnesses, impact. Memory alone rarely holds up to that standard months after the fact.

Maximising accuracy: what to capture and when

Related: Workplace Bullying - Tips and Strategies to Protect Yourself.

The closer to the event you write something down, the more accurate and more credible it is. Aim to log an incident the same day, or within 24 hours at the latest. Capture the date and time, the location or platform (in person, email, a chat message, a meeting), exactly who was present, what was said or done as close to word-for-word as you can manage, and how it affected you — physically, emotionally, or in terms of your work. If there's a screenshot, email, or message thread, save it alongside your note.

Maximising credibility: how logs get taken seriously

A log full of specific, factual, dated entries reads very differently to a vague complaint written after the fact. Avoid loaded language and stick to what was observed: not "he was being a tyrant" but "he raised his voice and said [X] in front of the team." Consistency matters too — a log that's been added to steadily over weeks is more persuasive than one that suddenly appears fully formed the week before a formal complaint. HR staff and Fair Work Commission members are trained to notice the difference between a reconstructed narrative and a genuine contemporaneous record.

Maximising your options: how good records open every door

See also: Why Bullying Happens.

The real value of a strong log is that it keeps every option open. With good documentation you can raise the issue informally with your manager, escalate to HR, involve your union, or — if internal steps don't resolve a serious, ongoing situation — apply to the Fair Work Commission for a stop-bullying order. Without documentation, most of those doors are still technically open, but far harder to walk through, because you're relying on people believing your account with no supporting detail behind it.

Where to start today

Don't wait for the situation to feel "bad enough" to justify a record — start with whatever has already happened, even if it seems minor in isolation. Open Bully Log, or even a private note if that's what you have to hand right now, and write down the most recent incident while it's fresh: date, time, what happened, who saw it, how it affected you. Then make it a habit rather than a one-off. Six entries in, you'll already have something far more useful than memory alone. This article is general information, not legal advice; if your situation is serious or ongoing, the Fair Work Ombudsman or your union can advise on formal next steps.