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Workplace Anti-Bullying Policy & Training

A practical one-day programme on workplace bullying, built around a change most Malaysian employers have not yet absorbed: bullying conduct now carries criminal exposure following the 2025 Penal Code amendment. The programme covers the legal shift, the policy and reporting channels you need in place, and how to investigate a complaint without mistaking performance management for bullying.

Programme Agenda

Bullying Is Now a Criminal Matter
How the 2025 Penal Code amendment changed the risk picture by criminalising bullying and harassment conduct. What this shifts for employers, and why an internal grievance can now run alongside a police report.

Employer Duty of Care and Psychosocial Risk
Occupational safety and health obligations extend to psychological wellbeing, not only physical safety. How bullying registers as a workplace hazard, and what a reasonable employer is expected to have in place.

Defining Bullying, and What It Is Not
Repeated unreasonable behaviour, verbal abuse, exclusion, humiliation, sabotage, and cyberbullying through work channels. The critical line between bullying and legitimate performance management, so managers are not paralysed by fear of the label.

Building an Anti-Bullying Policy
Scope, prohibited conduct, informal and formal routes, confidentiality, anti-retaliation protection, and disciplinary consequences. How this policy should interlock with your grievance, disciplinary, and anti-sexual harassment policies rather than contradict them.

Reporting Channels and Early Intervention
Designing routes people will actually use, including an escalation path when the bully is the direct supervisor. Informal resolution, mediation, and knowing when a matter has moved beyond informal handling.

Investigation and Documentation
Assessing a complaint, gathering evidence for a pattern of behaviour rather than a single incident, interviewing fairly, and reaching a defensible finding. Documentation standards that hold up if the matter later goes external.

Practical Workshop: Case Assessment
Participants work through graded scenarios, from a demanding manager to sustained exclusion, and decide whether each is bullying, performance management, or a criminal matter requiring escalation. Structured debrief on where judgement typically fails.

Learning Outcomes:
Explain how the 2025 Penal Code amendment changes employer and individual exposure.
Distinguish workplace bullying from legitimate performance management with confidence.
Treat bullying as a psychosocial hazard under your safety and health obligations.
Draft or review an anti-bullying policy that interlocks with your existing grievance process.
Design reporting channels staff will use, including when the bully is the supervisor.
Investigate a pattern-of-behaviour complaint and document it defensibly.

Fee: RM 1,750 per participant
Duration: 1 Day (8 Hours)
Training Hours: 9:00 AM to 5:00 PM
Level: Beginner to Intermediate
Training Mode: Physical, Online, or Hybrid
HRD Corp SBL-KHAS Claimable
Certificate of Completion included

Frequently Asked Questions

HR practitioners, line managers, supervisors, safety and health committee members, and directors. Managers are the priority audience, since most bullying complaints turn on supervisor conduct or a supervisor's failure to act.

They cover different legal regimes and different conduct. Sexual harassment is governed by the Anti-Sexual Harassment Act 2022 and the Employment Act, while bullying now carries criminal exposure under the 2025 Penal Code amendment alongside your safety and health duties. Many organisations run both, and we can deliver them back to back.

The opposite, and it is why we devote a full module to the distinction. Managers who understand where the line sits manage performance more confidently, not less. The workshop deliberately includes scenarios that look like bullying but are legitimate management.

Yes. Participants receive an anti-bullying policy template, a complaint intake form, an investigation checklist, and a case assessment matrix. Adapt them to your organisation and confirm with your own legal adviser before adopting.

Yes, this programme is HRD Corp SBL-KHAS claimable. Our team can assist your HR department with the documentation required for the grant application.

Yes. Any programme can be booked as a team day. Everyone works the same brief together, so your people come away having built something and knowing each other better.

If you are claiming under HRD Corp, the session has to fall at least 14 days after your HRD Corp approval. If you are not claiming, the date is flexible and we work around your calendar.

Put them on the self-paced e-learning instead. Your team works through the modules on our LMS in their own time, sits the assessment, and earns the same certificate, so nobody has to clear a full day together.