According to the International Labor Organisation (ILO) (2002a), workplace violence and bullying represent significant compliance and organisational wellness issues. This is relevant for managers as most Westminster-style occupational health and safety (OHS) legislative frameworks have imported the common law duty of care into legislation placing statutory obligations on employers to implement risk prevention strategies. In this study of aged care in Queensland, Australia, compliance issues and human resource management (HRM) factors affecting the prevalence of workplace violence and bullying in the industry are examined. Contributing factors include poorly articulated employment relations policies and practices, including a lack of effective follow-up and poor management communication skills. The article concludes by setting out an appropriate HRM and prevention strategy for occupational violence and workplace bullying.