Harassment of Council Staff: A Threat to Local Democracy and Community Wellbeing

At this year's Local Government Association of Queensland annual conference, I had the privilege of facilitating the CEO breakfast. During the session, I asked the room of CEOs a question: "How many of you have been bullied or harassed in the past three months?" Almost every hand went up. The response was striking and deeply concerning. It made me wonder if harassment of council staff has become a genuine crisis. After speaking with more CEOs, mayors and councillors, and doing some research, the answer was clear. Yes, it has!

Not long after, I came across a social media post from the CEO of a Queensland council describing the harassment their staff faced while working in the community. Staff were called names, had liquids thrown at them and endured appalling abuse, simply for doing their jobs.

This is not new. Anyone in leadership has likely faced harassment or threats, but what is new is the scale and frequency. Local government employees, many of whom are residents of the very communities they serve, are now being abused at alarming rates. What was once occasional hostility has become a widespread and worrying trend across Australia.

Statistics back this up.

Nearly 80% of Tasmanian councillors have reported having experienced abuse, bullying or intimidation from the public in the past two years. Most incidents occurred on social media, although many took place in public spaces. In Victoria, research found that 28% of council employees and elected representatives faced sexual harassment at work in just one year, with nearly half of those cases involving members of the public. Local Government NSW has also seen a surge in abusive online posts targeting council employees since late 2024.

So, what is driving this behaviour? Social media plays a major part. It enables people to criticise and attack others instantly and, often, anonymously. Frustration with government, fuelled by misinformation and declining trust in institutions, has also created fertile ground for mistreatment. Council staff have become easy scapegoats for broader anger and discontent. Many people simply do not consider how their behaviour affects others or the damage it does to their community.

The consequences are serious. Ongoing mistreatment destroys morale, increases anxiety and burnout, and leads to staff turnover. This in turn weakens councils' ability to deliver the essential services communities rely on every day. It also discourages capable people from putting themselves forward for election or council roles, and when talented individuals walk away, diversity of thought decreases, and local democracy suffers. I have spoken with many dedicated council officers and councillors who have left their roles because of this relentless pressure. The impact is both personal and systemic. Ultimately, harassment of council staff undermines trust between councils and the people they serve. It corrodes public respect for institutions and threatens the very foundations of local democracy.

Council leaders cannot afford to ignore it. They must take strong, visible action to protect their teams. Under workplace health and safety laws, councils are now required to treat harassment and mistreatment, including those originating from the community and online, as workplace risks. It is not enough to respond reactively; councils must act proactively.

That means developing and enforcing robust anti-bullying and anti-harassment policies that explicitly address community behaviour. Staff should be trained to prevent, report and manage harassment safely and confidently. Reporting channels must be confidential, accessible and well communicated.

Leadership behaviour sets the tone. Mayors, CEOs and councillors must model respect in every interaction and make it clear that hostility will not be tolerated. Regular risk assessments and planning for high-risk situations, such as contentious development consultations or social media engagement, are critical. Providing support services like counselling or employee assistance programs helps staff manage the emotional toll of mistreatment.

Beyond that, councils should invest in public education. Community awareness campaigns can go a long way in resetting expectations of civility and accountability. When councils take a united stand against abuse, they set a benchmark that communities can rally behind.

Harassment of council staff is far more than a workplace issue. It threatens the wellbeing of our communities and the strength of our democracy. The safety of local government employees is not optional; it is fundamental to the functioning of civic life.

Through leadership, clear policies, community engagement and zero tolerance for abuse, councils can rebuild trust and ensure their staff are respected, supported and empowered to serve. Protecting those who serve our communities must be a top priority for every council in Australia.

Peace,

Steve