Workplace Sex Discrimination and Sexual Harassment laws are changing

Laws relating to sexual harassment and sex-based discrimination are changing in response to the Australian Human Rights Commission’s Respect@Work Report released last year.

EMPLOYERS HAVE AN INCREASED LIABILITY

The legal landscape is changing, and organisations must be across these changes.

• Sexual harassment is now included as serious misconduct and can be a valid reason for dismissal.
• Employers have accessorial liability for sexual and sex-based harassment.

FURTHER CHANGES ARE ON THE HORIZON

The Federal Government is seeking to make further amendments including:

• A positive duty on employers to take reasonable and proportionate measures to eliminate sexual harassment, discrimination based on sex and victimisation in their workplaces; and
• It will be unlawful to engage in conduct that subjects another person to a workplace environment that is hostile on the ground of sex.

LEARN ABOUT YOUR OBLIGATIONS

Employers should be taking positive steps to ensure that their processes and systems are directed at both preventing and responding to sexual harassment, sex-based discrimination and victimisation.

To learn more about the impending changes, how you can prepare for the changes, and receive practical advice for your workplace contact Quartz Consulting.

Quartz Consulting can deliver tailored Workplace Education Training to your employees to ensure they are educated on the latest requirements and for your managers and supervisors to ensure they know how to respond to issues and complaints.

We can also make sure your sexual harassment and sex discrimination policies are up to date with the legislation.