Does your business have one?
Employers have a duty to provide a safe working environment free from sexual harassment. This obligation is enshrined in the Sex Discrimination Act 1984 (Cth) and reinforced by state and territory workplace health and safety legislation, such as the Work Health and Safety Act 2011 (Cth). From 1 March 2025, it became a legislative requirement for all employers with workers located in Queensland to have a Sexual Harassment Prevention Plan. Failure to comply with these obligations may expose employers to legal liability, reputational damage, and regulatory penalties.
A well-constructed Sexual Harassment Prevention Plan should include the following key elements:
1.Risk Identification
The plan should identify potential risks of sexual harassment within the workplace, including factors such as workplace layout, workforce composition, and industry-specific risks.
2. Control Measures
The Sexual Harassment Prevention Plan should outline measures to mitigate identified risks, such as clear policies, training programs, and physical or procedural safeguards.
3. Reporting Procedures
The plan must include accessible and confidential mechanisms for employees to report incidents of sexual harassment. This may involve multiple reporting channels, such as designated officers, anonymous reporting systems, or external hotlines.
4. Consultation Processes
Employers should consult with employees and relevant stakeholders during the development and implementation of the Sexual Harassment Prevention Plan to ensure it is tailored to the specific needs of the workplace.
5. Review Mechanisms
The Sexual Harassment Prevention Plan should include provisions for regular reviews to assess its effectiveness and ensure it remains up to date with current risks and legal requirements.
If you don’t already have a Sexual Harassment Prevention Plan in place, reach out for some support.
Get in touch to discuss your options with our team.