Creating a safe yoga community depends on colleagues recognising misconduct, naming observable concerns and responding without retaliation. Colleagues often seek advice on how to approach a yoga teacher about their concerning behavior as a colleague, especially when the person is respected, influential or has financial power within a studio. A measured response can interrupt an unhealthy pattern while preserving fairness and professional trust.
Australian yoga communities operate through varied settings, including owner-operator studios in Melbourne, large membership businesses in Sydney, community classes in Brisbane and independent teachers working through booking apps. Teachers may teach regular classes, cover substitutes or casual sessions, often within teams that lack a dedicated human resources department. Concerns can therefore surface without a clear complaints officer, safeguarding lead or person authorised to investigate them.
A direct conversation may be appropriate for concerning professional behaviour that can be addressed safely. It is not the only route, and it may be unsuitable when there is coercion, sexual misconduct, discrimination, serious safety risk or a significant power imbalance. Colleagues should distinguish feedback they can deliver themselves from conduct that requires an independent report.
Concerning behaviour may include inappropriate physical contact, sexualised comments, discriminatory conduct, breaches of confidentiality, unsafe instruction, financial pressure or efforts to isolate a student from other teachers. It may also involve humiliating remarks, misuse of a teacher’s authority or creating dependency that compromises a student’s judgement. These examples differ in seriousness, but each can undermine informed consent, dignity and trust.
Record what happened before contacting the teacher. Separate observable facts from assumptions about motive, and identify the effect the conduct had on students, colleagues or the learning environment. Exact words, dates, locations and witnesses can help an owner or complaints process assess the matter. A factual account is stronger than labels such as “unsafe” or “manipulative,” particularly if the concern may be reviewed by others.
Check whether anyone needs immediate protection. If there is an imminent threat, serious injury or an allegation of recent sexual assault, contact emergency services on 000 rather than arranging a personal confrontation. If a child may be at risk, obtain specialist guidance about relevant state or territory reporting duties. Direct dialogue should never be used to delay urgent action or to ask a student to prove harm before they can receive support.
If the conduct is appropriate to raise directly, choose a private, neutral setting away from classes and other students. Avoid public confrontations, group emails and messages that could widen the issue beyond those who need the information. A colleague who is also the business owner may need to distinguish their supervisory responsibilities from their personal relationship with the teacher.
Keep a factual record for your own notes:
Australian colleagues may prefer a relaxed “no worries” conversation, but informality should not minimise the concern. Clear statements and respectful questions create a better response than hints that leave the teacher uncertain about what must change.
Use a constructive structure:
After the conversation, send a short written summary of what was raised, what commitments were made and when those commitments will be reviewed. Keep the original notes and copies of relevant messages. Do not secretly record a conversation; recording laws and workplace policies differ, so obtain advice before capturing audio or video.
A constructive response usually involves acknowledgement, a change in practice and an agreed way to prevent recurrence. The teacher may explain their perspective, apologise, clarify an misunderstanding or propose training. Colleagues should assess whether the response addresses the observable conduct rather than merely expressing regret. If the teacher becomes defensive, shifts responsibility to a student or promises that the issue will not happen again without changing any practice, the concern remains unresolved.
State the boundary plainly. For example, “Physical adjustments require the student’s verbal consent and must stop immediately if they object.” Reference the International Yoga Alliance for Ethics Code of Ethics and the organisation’s charter when discussing expected standards of professional conduct. A studio’s complaints policy, insurance conditions or association membership rules may provide more specific guidance. Confidentiality should be protected, while making clear that information may need to be shared with a safeguarding lead, owner, insurer or emergency service.
Set a reasonable follow-up date and record the outcome. If the teacher is a business owner, the concern may need to go to another director, board member, insurer or professional association. If a substitute teacher is involved, the studio coordinator or booking business may have information about previous reports. Follow-up should focus on safety and accountability rather than punishment, gossip or public humiliation. It also needs to include a clear message that anyone who raises a concern in good faith will not face retaliation.
Start with the studio’s existing reporting pathway, such as the owner, manager, ethics lead, professional association or insurer. If the person receiving the report is the subject of the concern, use another route rather than assuming they will act impartially. In a membership studio, a written record can help prevent the concern from disappearing between casual workers. In an independent practice, a teacher may not have an internal complaints process, making external guidance especially valuable.
The International Yoga Alliance for Ethics provides community resources, helplines, a Code of Ethics, a charter and information about affiliates. Colleagues can use these materials to identify an appropriate reporting pathway and understand professional conduct standards. Workplace harassment may also fall within the jurisdiction of the Fair Work Ombudsman or the Australian Human Rights Commission. State and territory rules differ, so obtain current advice before making a formal complaint where the outcome could have legal consequences.
Urgent support must not wait for a full investigation. Call 000 when there is immediate danger, and contact Lifeline on 13 11 14 for crisis support. The national 1800RESPECT service, 1800 737 732, provides specialist support for sexual assault and can assist someone considering police or healthcare. A colleague can accompany the person, arrange transport, contact a support service and help preserve relevant evidence without asking intrusive questions.
Accountability is strongest when it is shared across a community. Council single-use-plastic policies and retailer changes are familiar examples in Australian cities such as Adelaide, Melbourne and Perth, while merchant plastic reduction illustrates how businesses can contribute to a wider harm-reduction goal. Yoga communities need the same shared responsibility: studios, associations, insurers and teachers all influence whether people can practise safely.
The person affected should determine what support they want whenever possible. Listen without demanding a detailed account, avoid investigating independently and do not promise complete secrecy if a formal report requires disclosure. Public allegations can expose the person to further harm, compromise an investigation and create legal risk for everyone involved. Colleagues should also avoid dismissing the concern as drama or “making a big deal out of nothing.”
Practical support can include accompanying someone to a meeting, helping them contact a manager, taking notes with consent, arranging cover for paid classes and supporting a workplace report. A general practitioner can explain mental-health support options, including a Medicare Mental Health Treatment Plan for eligible people, while an employee assistance programme may offer confidential counselling through an employer. These are complementary routes rather than replacements for professional advice about the misconduct itself.
Prevention depends on clear standards, trained teachers and reporting channels that people can trust. Studios can display the International Yoga Alliance for Ethics Code of Ethics, require informed consent for physical adjustments, establish an independent complaints contact and review policies for substitutes, online classes and teacher-to-student communications. Affiliates and professional networks can help by sharing guidance and identifying teachers committed to ethical practice. A culture becomes safer when raising a concern is treated as responsible care rather than disloyalty.
If you are facing this situation now, take one concrete step today: review the International Yoga Alliance for Ethics reporting resources, preserve a factual record and contact its helpline or another appropriate support service for guidance on the safest next action. If danger is immediate, call 000. Clear boundaries, careful documentation and prompt support can protect students, strengthen the studio community and restore dignity after concerning conduct.