Now the Australian Public Service Commission has warned that bogus bullying claims could serious consequences for those concocting them.

The commission's new question-and-answer service for federal bureaucrats struggling with workplace issues has attracted pleas for help from public servants who fear being unfairly smeared as office bullies.

The reports offer more evidence that the public service's workplace slackers are using bullying allegations to derail efforts to get them to lift their games.

One manager told of workers, under pressure for their inappropriate behaviour or underperformance, telling "anyone who would listen" that they were being bullied.

Bullying and harassment has been a serious problem in government departments for some time.

In the 2016-2016 financial year, nearly one-in-six APS employees, who responded to a Public Service Commission survey, reported being bullied or harassed in their workplaces in the previous 12 months.

Sixty-seven per cent of alleged victims said that at least one of their tormentors was a manager.

Co-workers were responsible in just 36 per cent of incidents,and just 9 per cent said that they were bullied or harassed by a junior colleague.

But the commission itself is cautious about taking bullying claims at face value, noting "what is perceived as harassment by one person may be proper management action to another" and warning "the reported level of bullying and harassment needs to be treated with some caution."

One manager who turned to the help service, said employees complaining of bullying and harassment persisted with their claims even when they were unable to substantiate them.

"When employees are advised to report their concerns, they won't," the unnamed supervisor wrote.

"When asked for examples, they are not forthcoming.

"Managers cannot explain their sides to those listening to the employee and often feel they can take no action to defend their reputations."

Another public servant asked the help desk if there was any action that could be taken against those making false allegations, either through the public service's code of conduct or the Fair Work Act.

Managers do not have to simply cop bogus claims, the Public Service Commission says.

"An employee who has knowingly made a false statement against a colleague may have breached several elements of the Code of Conduct,"the commission wrote.

"[the code] requires an APS employee to act with honesty and integrity in connection with their employment.

"The making of a deliberate false statement against a colleague is likely to be inconsistent with this."

The manager trying to deal with underperformers was advised to confront the problem at the source, reminding his colleagues that the code-of-conduct could be used against public servants making untrue claims.

"You might ask them if they have been talking about the matter with their colleagues and, if they have, remind them that they are bound by the Code of Conduct and are obliged to act honestly and with respect and courtesy," the commission advised

'It may also be open to you to direct the employee not to discuss with their colleagues how they are being treated.

"It might be useful for you to get advice from your own human resources area about this or about any other policies that may be in place in your agency or next steps you should take."