Protect your staff from bullying and abuse, and their kids from online harm.
One employee benefit. Guardii runs on each worker’s phone and warns them when bullying or harassment arrives, from a colleague or the public. It protects their children at home too.
You fund it. Workers report to you when they choose to, with the evidence attached. You never see their messages.
backedOne engine, three places your people get hurt
Between your colleagues
Bullying, exclusion and harassment between colleagues, flagged to the worker on their device as a pattern, long before it becomes a complaint or a claim. You hear about it when they choose to report.
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 runs on the worker’s device, across the chats and accounts they choose to connect, and warns them while it is still a pattern. Nothing is installed on your systems and nothing is read by the organisation.
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 worker chooses to report, a sealed, dated record of what happened comes with it, so the matter starts from evidence rather than recollection, and nobody has to hand over a phone.
What it does not do
It is not a monitoring tool and it gives nobody a reading feed. It runs on the worker’s phone, warns them in the moment, and reaches the people you nominate only when the worker chooses to report. Workers are told exactly what it does and can remove it, 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 record of what was sent and when, kept sealed on the worker’s phone until they choose to use it with a platform, a regulator or your process.
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 CommissionA control, without a new obligation
Because messages stay on the worker’s phone and nothing reaches you until a worker chooses to report, Guardii gives you no new knowledge you are obliged to act on, and no store of messages to be asked for later. What it changes is what “reasonably practicable” contains: a prevention control people will actually install, warnings in the moment, a reporting channel when someone needs it, and the deterrence of protection nobody can see. Harassers cannot tell who is protected, so approaching anyone carries risk.
What 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 install it on their device and choose which accounts it covers. The routes for a report, such as wellbeing, people and culture or security, are agreed with you in advance.
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, the child is told first, then 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 protection follows the same rule. It runs on the worker’s phone, every warning goes to the worker, and you receive only the reports a worker chooses to send, along routes agreed up front.
- 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.
A reporting line your people will actually use.
Guardii runs on each person's device, so staff take it up without feeling watched. You get the reports they choose to send, ready to act on.
AssistantShared reports onlyThree people chose to send a report this month. You see what they sent, never their messages, and nothing they kept to themselves.
ProtectedSet up with your team. Reports land in your systems.
Our engineers work alongside your people team to set who hears what, and when, around how you already work. Reports arrive in the tools your people already use.
Your AI agents
Reports arrive through a secure connection your AI tools can query with your credentials, so they can help with the casework.
Your systems
Or straight into the case management, HR and reporting systems you already run, so a report lands where your people already work.
You see only the reports people send. There is no search across everyone, and every time a report is opened, it is logged.
Your roles become the access rules
Who is told what, at what threshold, and who is never told, set with you before anything goes live.
Your policy, versioned
Who hears what, and when, follows your policy and your local law. Every change is recorded and can be rolled back.
In your region
Deployed in the region whose rules apply to you, with records held there.
Set up with you
A working session with your team, then a small pilot. Our engineers work alongside yours while it is set up.
What HR teams ask
Does it connect to our systems?
Reports can. Detection runs on each worker’s device and covers the chats and accounts they choose to connect, which can include work chat apps. Nothing is installed on your servers. When a worker reports, it can arrive in your HR or case management system.
Is this employee surveillance?
No, and it should not be sold to your workforce as anything ambiguous. It runs on the worker’s device, the worker sees every warning first, and nothing reaches the organisation unless the worker chooses to report it. It gives managers no reading feed, it does not measure productivity, and workers can remove it. 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 a worker reports, their sealed, dated record comes with it 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.
Does it give us new obligations?
It is designed not to. Messages stay on the worker’s phone and nothing reaches you until a worker chooses to report, so Guardii gives you no new knowledge to act on and no store of messages to be asked for later. When a worker does report, it arrives through the process you already run. Take your own advice on how your duties apply to your organisation.
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 is built to be deployed in the region whose rules apply. 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.
Private by design.
Uptake depends on trust. Guardii does not monitor the people it protects.
Messages stay on the device
Detection runs on the device. Guardii never receives messages, so there is nothing to access or browse.
Opt-in and disclosed
No one is covered without knowing. Each person chooses which accounts are covered and who is alerted.
Alerts, not transcripts
Only an alert, or evidence the person chooses to send, leaves the device. Never a message feed.
Need help with your safeguarding policy or programme first? Guardii Advisory