The death of a 15-year-old Turkish apprentice named Muhammed Kendirci has shocked the world. On the 14th of November 2025, a supposed “prank” was played on the young boy in the workplace, resulting in inconceivable violence. Authorities allege that the worker’s colleagues restrained him, removed his clothing, and assaulted him with a high-pressure air hose. The pressure ruptured Muhammed’s organs, and he later died in hospital from the abuse he suffered.
Turkish authorities are no longer perceiving the incident as a mishappened prank, but rather as a criminal offence, possibly torture or murder. The case possesses sentiment eerily reminiscent to many workers. A culture of workplace bullying pranks and harassment, masquerading as “banter,” “hazing” or “team bonding.”
We ask how a workplace reaches the point where cruelty like this becomes normal. All workplaces must implement measures to ensure abuse never reaches this level of extremity.
So, what is workplace bullying?
Bullying in the workplace within an Australian context is defined by The Fair Work Act 2009 (Cth). It refers to repeated and unreasonable behaviour directly toward a coworker. Which subsequently risks their health and safety. Bullying, in a legal sense, can take numerous forms, being verbal, physical, psychological, emotional or social.
Key examples often include ongoing insults or intimidation, purposeful and consistent exclusion from team activities, excessive scrutiny and criticism, or the purported “pranks” which endanger the victim.
Workplace bullying is underscored by principles of patterns and cumulation. That is, repeated behavior which destroys dignity and safety in a long-term effect. Occasional disagreements or isolated bad moods do not represent workplace bullying pranks. Repeated, constant and often daily comments and actions which culmulate into severe psychological injury.
Contrastingly, the law recognises a clear distinction between reasonable managerial or adversarial action, and harassment. A workplace will always incur some unpleasant experiences. The delivery of constructive or reasonable enforcement of workplace policies is not necessarily bullying.
The line drawn between bullying and reasonable management action is based upon intent and control. One must question whether the action taken had the intention of improving performance and conduct, or whether it was undertaken in order to control and shame.
Muhammed’s death, whilst an extreme case of the principles of workplace harassment, possesses the same fundamental dynamics and imbalances experienced in every day Australian workplaces. People abuse power, disguise cruelty as comedy, and mistake silence for consent.
When does “banter” transform into abuse?
A common narrative spread about workers who speak up is that they have failed to “take a joke,” or they need to “lighten up.” Abuse is normalised as humour. The abuse is excused as routine, with colleagues claiming it’s something everyone has endured. The victim begins to doubt their own experience. Bullying survives in these settings, or consistent minimisation.
Transforming humiliation and harassment into entertainment represents a clear erosion of workplace enjoyment. Abuse masquerading as “pranks” represent the first step in the process. The treatment stops being harmless banter when it violates a person’s body or dignity. It transforms into a matter of workplace safety and rights.
All employers throughout Australia possess the same duty of care to provide their workers with a safe environment of work. A workplace which is free from harm to their physical and psychological being. Employers must uphold this duty and cannot negate it. An employer can face major legal consequences, through failing to prevent harassment and abusive traditions within the workplace. Ensuring a culture does not become corrupted is vital in order to promote a happy and healthy workplace.
The impacts of this bullying
Bullying and harassment don’t just destroy morale. Lives are damaged. Depression, anxiety, insomnia and panic attacks are acute psychological side effects of enduring repeated workplace abuse. Physical outcomes can also be symptoms. Particularly headaches, heart palpitations and fatigue. These are the outcomes of chronic stress within an unsafe workplace.
Silence is the greatest friend of a bully. Victims will generally remain quiet out of fear, dreading going to work and withdrawing socially. The alternative is resigning. The workplace bullying pranks has rendered it untenable to stay. Every day the bullying is intensified. What was initially workplace banter and sarcasm transforms into violence, as demonstrated through the Turkish case. Early action is vital.
What are your rights?
Australian workers are all entitled to exist in a workplace which is safe and respectful. Legislation requires employers to identify and eliminate all risks to their employees’ health and psychological wellbeing.
The Fair Work Commission (FWC) acts a vital opportunity for necessary protection. If you are being bullied in a workplace you are currently employed by, you are entitled to make a Stop Bullying Application. The FWC can provide orders requiring the cessation of the bullying through orders to management to amend policies and take disciplinary action.
General Protections claims under the Fair Work Act seek to safeguard employees who have attempted to exercise their rights. You must be aware, you possess an unbridled right to complain about bullying, harassment and abuse. You should be able to exercise this right without any fear of retaliation or punitive action. Demotion, disciplinary action or dismissal as a result of this exercise of rights is adverse action, and it is in violation of the Fair Work Act.
When the workplace bullying pranks is intolerable to a point of forced resignation, the law can recognise this resignation as a constructive dismissal. Which falls under an unfair dismissal claim. You will be entitled to reinstatement or compensation. You should never have to suffer in silence. The law is clear on this.
You need to take action if you are being bullied
The first step is recognising what is happening to you. Consistent and constant humiliation and abuse are not normal aspects of workplace culture. They are also not acceptable and constitute clear breaches of your right to safety.
You must keep records of the treatment. Take note of dates, times and descriptions. Keep records and evidence of emails and text communications which demonstrate the behaviour. These accounts corroborate and strengthen your complaint significantly.
Internally raising your problems can in some cases resolve the issues. Workplaces have a complaints process and grievance procedure. Through these avenues you can report behaviour to a manager, HR representative or safety officer. The law requires all employers to investigate and respond promptly and appropriately.
If internal reporting fails or management is part of the bullying, seek independent advice immediately. The Fair Work Commission, your union or a specialised workplace advisory group can take you through the subsequent steps. Engaging in discussions with a professional with an acute understanding of workplace matters will help you understand your options early. Potentially preventing further escalation.
Punishment or adverse action for speaking up and making a complaint is unlawful behaviour. If you incur retaliation or dismissal for taking preventative action against bullying and harassment, this constitutes the basis for a General Protections claim. You can take legal action to challenge this behaviour.
How workplace advisors can assist you
When you contact independent workplace advisors, such as ourselves, you are taking the first step toward achieving justice for yourself. Everything shared remains confidential. You are provided with the opportunity to share your story in your own words and we will assess the situation. Ensuring it aligns with the legally recognised definitions of bullying and adverse action. From there, an effective strategy will be determined, likely through pursuit of a General Protections claim or filing for unfair dismissal.
Often, this process alone will lead to early and simple resolution through negotiation and mediation. Having professional representation makes your voice impossible to be silenced. Conversely, formal proceedings before the Fair Work Commission may be necessary.
Many victims hesitate to seek help, thinking the behaviour will eventually end. It very rarely does. Bullies rely upon your silence. Early professional advice prevents any adverse outcomes and protects your rights. Allowing you to identify swiftly and early whether you have a claim for compensation. Providing you with a bit more peace of mind. Acting quickly is about protecting not only your job, but also your wellbeing. We work to protect your rights and bring your story to light.
Lessons from the Turkish tragedy
The tragic death of Muhammed Kendirci serves as a reminder of what happens when abuse and harassment are normalised within the workplace. And power exists absolutely and unchecked. Muhammed’s story warns against the danger of silence. As victims, bystanders and employers all refuse to act, bullying escalates. It also proves how quickly a patten of behaviour can become entrenched as normal within a workplace culture.
Fear and humiliation should never be a part of someone’s job. No teenager should have to lose their life due to workplace abuse disguised as tradition. Safety is not merely a matter of physical hazards and OHS regulations. It is embedded into culture and respect.
We cannot exhibit the same complacency in Australia. We have stronger laws safeguarding us. The laws work only when employers comply with them. All employees have a role to play in speaking out against misconduct. Every employer needs to act as soon as signs of bullying appear. All victims deserve to know that free, confidential and effective help exists.
You are not alone
Thousands of Australians experiencing bullying in the workplace yearly. You are never alone in your feelings. If you feel harassed within the workplace, we understand it feels as though you have nowhere to turn. The law provides you protection. Speaking up should never cost you your job. You have the right to make complaints and to work in a safe and respectful environment.
You can always take steps to make the bullying stop. To hold employers accountable. And tosecure compensation for your suffering.
Taking steps toward justice
You should not have to endure another day of anxiety and dread. Speaking to a workplace advisor will provide you with the clarity and control you require to handle this situation.
Our specialists at A Whole New Approach handle all general protections, bullying, and unfair dismissal claims with expertise and care. We understand the toll this situation is taking on you. A call to us is free of judgement. We intend to explain the options available to you in plain language and take you through the following steps. No matter what the goal is, we are here to assist you through it all.
Read more: Bullying in the Workplace Needs To Stop
Moving from Workplace Silence to Justice
No one should have to read a story like Muhammed Kendirci’s. Let alone experience it. The tale exposes the true destructive outcomes of unchecked bullying, reinforcing the need to never dismiss cruelty as normalcy.
Respect, safety and dignity are all your entitlements within the workplace. You deserve to do your job every day without fear. You don’t have to accept it if entitlements have been taken from you. Silence fosters complacency. You never have to face this process alone.
Take the first step and reach out. Contact a Workplace Adviser who can protect your rights. Every opportunity available to make a workplace safer is vital. Contact A Whole New Approach today on 1300 766 700.
We are not lawyers, however we are the leading workplace experts in Australia. Listening and providing advice is our intention. We will help you regain your power.
