Bullying does not stop at your office door, in either direction.
Three layers, one engine. Guardii detects bullying and harassment between colleagues inside your own communication tools, abuse directed at your public-facing staff from outside, and the harm reaching your employees’ children at home. The first two are a psychosocial hazard you already have a duty to manage. The third is the benefit nothing else in your package covers.
backedOne engine, three places your people get hurt
Between your colleagues
Bullying, exclusion and harassment inside the tools your organisation runs, surfaced as a pattern long before it becomes a formal complaint or a claim.
How it worksFrom outside, at your staff
Pile-ons, threats, image-based abuse and doxxing aimed at the people who front your organisation publicly, on channels your IT team does not administer.
How it worksAt home, to their children
Cyberbullying, grooming, sextortion and distress signals in the group chats and direct messages where the harm to children now happens. Fully private from you.
What families getMost workplace bullying is only discovered at the complaint stage
By the time conduct between colleagues reaches HR it is usually months old, contested, and already a psychological injury risk. Guardii connects to the communication tools your organisation already runs and detects the pattern while it is still a pattern. The exact surfaces are scoped with you, and commonly include Slack, Microsoft Teams, corporate email and internal social tools.
Sustained targeting of one person
Repetition is what separates a bad week from bullying, and it is the thing a single reported message never shows. Detection reads the pattern across time and across channels rather than judging one exchange.
Exclusion and coordinated conduct
A person cut out of the threads where decisions happen, or several colleagues converging on one. Both are recognised bullying behaviours and both are close to invisible in a complaints process.
Sexual and sex-based harassment
The conduct the positive duty requires you to take reasonable and proportionate measures to eliminate, including where it happens in a channel rather than a room.
A defensible record when it escalates
When a matter does become a complaint, an investigation or a claim, you have a dated, structured account of what happened and what the organisation did about it, rather than a reconstruction.
What it does not do
It is not a productivity monitor and it does not give managers a reading feed of their teams. It detects defined harm patterns, routes them to the people you nominate, and records what it acted on. Workers are told what is covered, because a monitoring tool your staff discover rather than consent to creates the psychosocial risk it was bought to reduce.
The abuse from outside does not arrive through your systems at all
It arrives in replies, direct messages and comments, often from customers and members of the public rather than from colleagues, and usually on a channel your IT team does not administer. By the time it reaches a manager it is a resignation conversation.
Abuse aimed at public-facing staff
Pile-ons, threats and sustained targeting directed at the people who hold your public accounts, front your campaigns, or deal with the public by name. Detected as a pattern across the channels the abuse actually arrives on.
Sex-based and gendered harassment
Sexual harassment, sex-based harassment and hostile conduct directed at workers online, including by customers, clients and members of the public rather than colleagues.
Image-based abuse and doxxing
Intimate images shared without consent, and the publication of a worker’s personal details to invite further abuse. Both escalate quickly and both are hard to spot from inside an organisation.
Evidence a report can be built on
A dated, structured record of what was sent and when, so a complaint to a platform, a regulator or your own process is not one person’s recollection.
This is not a wellbeing nice-to-have
Psychosocial hazards are a WHS duty
Safe Work Australia’s model Code of Practice on managing psychosocial hazards at work, published in July 2022, requires a PCBU to eliminate psychosocial risks so far as is reasonably practicable, or otherwise minimise them. Bullying and harassment, including sexual harassment, are named hazards. The Code treats online conduct as a channel through which those hazards reach workers rather than as a separate category.
Safe Work AustraliaThe positive duty covers online conduct
Since 12 December 2022, section 47C of the Sex Discrimination Act has required organisations to take reasonable and proportionate measures to eliminate sexual harassment, sex-based harassment and hostile workplace environments in connection with work. The Australian Human Rights Commission has been able to enforce it since 12 December 2023, and its guidelines expressly contemplate workplaces that are online as well as physical, and conduct by third parties such as customers and the public.
Australian Human Rights CommissionWhat psychological injury costs when it lands
Safe Work Australia, Key Work Health and Safety Statistics Australia 2025, using preliminary 2023–24 workers’ compensation data.
serious workers’ compensation claims for mental health conditions in 2023–24, 12% of all serious claims and up 14.7% on the previous year.
median time lost for a mental health claim, against 7.4 weeks for the median serious claim.
median compensation paid on a mental health claim, against $16,300 for the median serious claim.
of mental stress claims are attributed to harassment or workplace bullying as the mechanism.
These are all-cause figures. Safe Work Australia’s claims taxonomy does not separate online from in-person conduct, so treat them as the cost of the hazard rather than as an online-specific number.
Safe Work Australia · Key WHS Statistics 2025Every other benefit stops at the employee
The same detection engine covers your employees’ children: cyberbullying, grooming, sextortion and distress signals inside the group chats and direct messages where the harm now happens.
It covers the person no benefit reaches
Health cover, EAP and wellbeing apps all treat the employee as the unit. The thing keeping a parent awake at 1am is happening to their child, in a group chat, on a phone. Almost no benefits package touches it.
It is differentiated, so people remember it
Another discount portal does not move an engagement survey. A benefit that helped somebody’s twelve year old is the one they tell colleagues about.
The load already arrives at work
A parent managing a bullying incident is managing school meetings, evening phone checks and a child who will not go in. That happens whether or not you fund the benefit.
For the scale of the underlying problem, see our research on where youth bullying now happens, drawn from eSafety Commissioner and Australian Institute of Criminology data.
Three steps for HR
You fund the seats
Guardii is added to your package as a funded or subsidised entitlement, covering the employee and their household rather than being priced per child.
Employees opt in privately
Your people redeem it directly with us and choose what it covers. Worker-facing protection can be configured with your comms or safety team where the account is a work account.
You see uptake, never families
HR receives seat utilisation and aggregate reporting for renewal. No alert about an employee’s family, and no child, is ever visible to an employer.
Where the privacy line sits
- On the family side, alerts go to the parent. An employer never sees a child, a platform, a conversation or a family situation.
- Reporting to HR is limited to what a benefits team needs to renew: seats taken up, seats unused, and aggregate engagement.
- Worker-facing protection is different by design. Where it covers a work account, scope and escalation are agreed with you up front, and the worker is told what is covered.
- Employees can leave at any time, and where you choose to allow it the family cover travels with them rather than with the employment relationship.
What HR teams ask
What does it connect to inside our organisation?
The communication tools you already run. The surfaces are scoped with you before anything is switched on, and commonly include Slack, Microsoft Teams, corporate email and internal social tools. Coverage depends on what each platform permits an integration to access and on your own data governance, so we confirm the specific list during scoping rather than promising it up front.
Is this employee surveillance?
No, and it should not be sold to your workforce as anything ambiguous. It detects defined harm patterns such as sustained targeting, exclusion and sexual or sex-based harassment, and routes them to the people you nominate. It does not give managers a reading feed of their teams, it does not measure productivity, and workers are told what is covered. A monitoring tool that staff discover rather than consent to creates the psychosocial risk it was bought to reduce.
Does it replace our complaints process?
No. It feeds it. Your process still decides what happens, who investigates and what the outcome is. What changes is that a matter can reach that process while it is still early, and that when it escalates to an investigation or a claim you have a dated, structured record rather than a reconstruction from memory.
Is protecting employees from online abuse actually our duty?
For psychosocial risk, yes. Safe Work Australia’s model Code of Practice requires a PCBU to eliminate psychosocial risks so far as is reasonably practicable, and names bullying and harassment as psychosocial hazards. Separately, the positive duty under section 47C of the Sex Discrimination Act requires reasonable and proportionate measures to eliminate sexual harassment and hostile workplace environments in connection with work, and the Australian Human Rights Commission has been able to enforce it since 12 December 2023. Note that jurisdictions differ: New South Wales has had its own code since 2021, and Victoria is not a harmonised jurisdiction and instead has its own psychological health regulations that commenced on 1 December 2025.
Can we see which of our employees are using it?
You see aggregate utilisation so you can judge whether the benefit is worth renewing. You do not see alerts, children, platforms, conversations or anything that would tell you what is happening inside an employee’s family. That separation is why employees trust it enough to use it, so it is not something we relax on request.
How is this different from our EAP?
An EAP is reactive and adult-facing. Someone has to already know there is a problem and then choose to call. Guardii is the detection layer that surfaces the problem in the first place. The two work well together, because a worker or parent who has just been alerted is exactly the person your EAP should be supporting.
What about eSafety, can our staff just report abuse there?
They can, and they should for serious cases. The adult cyber abuse scheme under the Online Safety Act 2021 covers Australian adults, and eSafety can issue removal notices to services and to end users. Be aware the threshold is deliberately high: material must be both intended to cause serious harm and menacing, harassing or offensive in all the circumstances, and eSafety states the scheme is not intended to cover hurt feelings, bad reviews or banter. It is also a general adult scheme with no separate pathway for workers. Most of what wears your people down sits below that threshold, which is where detection and a documented record matter.
How is it priced?
Per employee rather than per child or per account, so a parent with three children costs the same as a parent with one. We scope against headcount, how many of your people are public-facing, and expected uptake, and we can run it fully funded, subsidised, or as a discounted voluntary offering.
Does it work for employees outside Australia?
Guardii operates internationally and is deployed with organisations and authorities across multiple regions. Coverage and the applicable privacy and safety regime vary by country, so we confirm the specifics for your workforce footprint during scoping rather than assuming it.
This page summarises publicly available Australian regulatory material and is general information rather than legal advice. Obligations differ by jurisdiction and by the nature of your organisation.
Safety and surveillance are not the same thing
One watches people. The other watches for harm. Most tools sold into this category blur that line, and every time one does, it makes the people it was meant to protect less safe, because they route around it. Guardii is built so the distinction holds under pressure.
Patterns, not transcripts
Detection reports the shape of a conversation — sustained targeting, escalation, coercion — not its contents. You are told what is happening and how serious it is. You are not handed a feed of what was said.
Nobody reads it, including us
Content is committed in a form we cannot browse or mine. We hold the integrity of the record rather than access to it, which is what lets the same system protect a person and preserve evidence without reading either.
The person protected knows it is there
Guardii is not installed behind someone’s back. A child, a student or a worker is told what is covered. Protection people discover rather than consent to is the thing that destroys trust, and trust is what makes them keep talking.
The subject is the client
Alerts serve the person at risk and the adult responsible for them. Where an organisation pays, it receives what it needs to run the programme, never a window into somebody’s private life.
Least data, shortest path
We take the minimum required to detect the harm, and we do not repurpose it. No profiling for advertising, no resale, no secondary use dressed up as product improvement.
This is a design constraint rather than a policy preference. A system that cannot read what it protects cannot be quietly repurposed into one that does, by us or by anyone who acquires us.