We’ve all heard the outdated cliché: ‘Nurses eat their young’.  

It’s an unfortunately common phrase used throughout the industry to justify instances of workplace bullying; however, we must call it what it truly is in 2026: a systemic hazard. There’s a clinical cost to workplace bullying and it needs to be addressed. 

In Australia, over 50% of nursing students have experienced bullying and/or harassment during their clinical placements and 40% of nurses in hospital-based roles reported regular bullying over a period of 12 months. The 2024 Midwifery Futures Report found it was not uncommon for midwives to have witnessed or experienced workplace bullying with many considering leaving the profession entirely because of it. When we lose talented clinicians to culture issues, the entire healthcare system suffers. 

Workplace bullying in nursing and midwifery is too often categorised as a “rite of passage” or simply a side effect of a high-pressure environment. For many, the “knot in the stomach” before a shift isn’t caused by clinical complexity, but by apprehension of what’s waiting for them at work. As experienced clinicians and senior leaders, you are the architects of the ward environment – and understanding the shift from “rite of passage” to “psychological safety” is a clinical necessity. 

When navigating workplace bullying, these four pillars of action can be followed: 

1. Maintain a Contemporaneous Incident Log – Document dates, times, specific quotes, and witnesses. In a HR or Fair Work Commission setting, a private, detailed diary is your most powerful evidence. 
2. Audit Internal Policy – Every Australian provider must have a Prevention of Bullying and Harassment policy. Ensure you (and your team) are familiar with the specific grievance procedures. 
3. Utilise Peer-Led Support  – Contacting services such as Nurse & Midwife Support for 24/7 confidential advice and support or your union for industrial advice and legal representation. 
4. Escalate to the Fair Work Commission – If internal remedies fail, a Stop Bullying Order can be sought. While it doesn’t award compensation, it can legally mandate changes to rosters, training, and behaviour. 

The Power of the Senior Nurse 

As a senior member of the profession, you have the power to affect workplace culture.  

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 really isn’t any of your business after all. Shifting a toxic culture doesn’t require you to be a hero though; it can be a calm interjection, “That was unnecessary” or checking in with junior staff one on one.  

By validating the experiences and modelling professional boundaries, we can build a positive workplace that encourages learning and growth – ensuring that we don’t lose the future of our industry. 

If you are experiencing workplace bullying or lateral violence, you can call Nurse & Midwife Support, a free, anonymous and confidential helpline, at 1800 667 877.