Workplace bullying has emerged as a critical employment concern with far-reaching consequences for employees’ psychological well-being, organisational culture, and overall workplace productivity. Although the issue is becoming more widespread in Indonesia, the country still lacks explicit legal provisions that regulate such conduct. This absence of clear protection mechanisms creates a substantial gap in safeguarding workers’ rights and often deters victims from reporting incidents due to uncertainty over protection and fear of reprisals. This study adopted a descriptive qualitative approach, drawing on secondary sources that included scholarly publications, international studies, and regulatory frameworks from various jurisdictions. Through a comparative examination, the study reviewed established mechanisms used to address workplace bullying in Australia, Japan, and South Korea. The analysis indicates that each of these countries has developed comprehensive statutory systems, encompassing specific legislation, formalised complaint pathways, protective measures for affected workers, and enforceable penalties. Institutional support—such as Australia’s Fair Work Commission, Japan’s obligation for employers to institute internal preventive measures, and South Korea’s combined administrative and criminal avenues for reporting—illustrates a strong institutional commitment to safeguarding employees. In contrast, Indonesia continues to experience a regulatory void, highlighting the urgency for broad labour law reform. Strengthening legal architecture is essential for fostering working conditions that prioritise safety, well-being, and productivity, and for ensuring alignment with global norms concerning the protection of worker rights.