Managing Misconduct in Local Councils
- WorkPlacePLUS
- Sep 3
- 2 min read
Updated: 2 days ago
Misconduct in local councils is a persistent problem that demands regular and stronger action
Bullying, sexual harassment, discrimination and other misconduct issues continue to challenge local councils across Australia.
Despite years of reform and awareness, investigations by state integrity bodies such as IBAC and VAGO reveal that poor workplace culture, weak governance and fear of retaliation still enable unacceptable behaviours to persist.
Recent reports show:
Over one in four local government workers and councillors have experienced workplace sexual harassment in the past year.
Bullying and discrimination remain significantly underreported.
Misuse of resources, favouritism and conflicts of interest continue to erode public trust.
These risks not only harm employee wellbeing, they also damage council reputation, productivity and community confidence.
Why is misconduct going unchecked in local councils?
Many councils have policies, training and procedures in place to prevent and address serious misconduct such as bullying, sexual harassment, discrimination and victimisation, but these tools are often not being used effectively.
Common issues include:
Lack of meaningful staff engagement in discussions about workplace behaviour
Overreliance on online refresher courses rather than live, interactive training
Inconsistent or poorly documented complaint handling
Culture of avoidance or fear that discourages reporting
Lack of decisive action
Without regular auditing and proactive monitoring, risks can remain hidden until they escalate into formal complaints, investigations or public scandals.
It’s important to be proactive
Serious misconduct such as bullying, sexual harassment, discrimination and victimisation is a psychosocial hazard under Work Health and Safety (WHS) legislation. Like any employer, local councils have a legal duty to provide a safe workplace. Also, councillors and management can be held personally and financially liable for breaching WHS laws.
Councils need to be proactive by identifying, assessing and controlling these risks. The best starting point is an audit or risk assessment that examines organisational culture, leadership practices, complaint handling and psychological safety.
Responding appropriately when issues arise
When complaints, grievances or signs of misconduct emerge, they must be managed promptly, fairly and in compliance with workplace laws. Engaging an independent workplace investigator demonstrates transparency and ensures that investigations are handled professionally, consistently and without bias.
Respect At Work law reforms and the AHRC’s recent Speaking from Experience report outlines key factors needed to help overcome sexual harassment in the workplace, including thorough, unbiased investigations that lead to real consequences and cultural change.
How WorkPlacePLUS can Help
WorkPlacePLUS has supported local councils for over 10 years with managing misconduct and meeting their employer obligations under workplace laws.
Our practical services include:
Workplace audits and risk assessments
WorkPlacePLUS conducts workplace audits to identify and assess psychosocial risks and support the implementation of effective control measures. Learn more about our psychological safety reviews >
WorkPlacePLUS conducts independent workplace investigations into issues such as:
Bullying and harassment
Sexual harassment and discrimination
Misconduct and policy breaches
Serious complaints and grievances
Our trained investigators go beyond the final report, supporting councils identify root causes and implement lasting improvements. Learn more about our Independent Workplace Investigations >
To discuss how WorkPlacePLUS can help your council prevent misconduct and strengthen workplace culture, please contact us today.
