Whistleblowing, complaints and psychosocial safety carry real legal obligations. These are the official sources we work with every day, organised so you can find what you need quickly. If you would rather talk it through, we are a phone call away.
Australia's corporate whistleblower protections apply to more organisations than most people think. ASIC is the national regulator for corporate sector whistleblowing, and its guides are the best place to start.
ASIC's central page for corporate whistleblowing: who is protected, how reports are handled, and what companies must do.
ASIC's official guide for writing a whistleblowing policy, including who must have one and what it must contain. Use this when creating or reviewing your policy.
Plain language summary of who can be a whistleblower and the protections available under the Corporations Act.
What happens after a report reaches ASIC, including confidentiality and how reports are assessed.
Public companies and large proprietary companies must have a whistleblower policy. Most small businesses do not, but the legal protections still apply to people who make a qualifying disclosure about them, so a simple policy is still worth having.
Bullying is repeated, unreasonable behaviour that risks health and safety. Harassment is unwelcome conduct tied to a protected attribute such as sex, race, age or disability. Different laws, different regulators, and an external reporting line sits alongside all of them.
The Fair Work Commission can make orders to stop bullying at work. This is where employees apply, and where employers find the legal test for bullying.
The national starting point for grievances, general protections and unfair treatment at work, with plain language guidance for employees and employers.
Employers have a positive duty to prevent workplace sexual harassment, and higher education providers now have specific obligations on gender-based violence. These are the regulators and frameworks that set the standard.
The national regulator for gender-based violence in higher education. Essential reading for universities and education providers.
The national framework for preventing workplace sexual harassment, including the positive duty and practical employer guidance.
Psychosocial hazards like bullying, harassment, high job demands and poor support are now regulated like any other workplace risk. These codes of practice set out how to identify and manage them.
Queensland's code of practice: how to identify psychosocial hazards, assess the risks, and put controls in place. Updated from 1 September 2026.
The national model code. The reference point for the harmonised WHS approach across states and territories.
Some sectors have their own regulator and complaints scheme. An external reporting service works alongside them, not instead of them.
The national regulator for aged care services, with its own complaints scheme for consumers and providers.
The national regulator for NDIS providers and workers, including its own complaints process.
Reporting takes courage. These national services are here for anyone who needs support, including anonymously and outside business hours.
24 hour crisis support and suicide prevention. Call 13 11 14, text 0477 13 11 14 or chat online.
24 hour crisis support for Aboriginal and Torres Strait Islander people. Call 13 92 76.
Support for people affected by sexual assault, domestic or family violence. Call 1800 737 732.
Many state business chambers run workplace relations advice lines, templates and training that complement an external reporting service.
Regulators expect people to have more than one safe way to raise a concern. Tell us about your organisation and we will help you work out what fits.