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A Sexual Harassment Policy spells out how an organization prevents and handles unwanted sexual behavior at work. It defines what counts as harassment under Australian law, from unwelcome touching to offensive jokes and inappropriate comments. The policy must align with the Sex Discrimination Act 1984 and state-specific workplace laws.

Every policy explains how to report incidents, protects people who speak up, and outlines the consequences for harassers. It creates a clear process for investigating complaints and keeping records confidential. Good policies also include training requirements and detail how managers should respond when someone reports harassment.

Every Australian workplace needs a Sexual Harassment Policy from day one of operations. It's essential when hiring your first employee, opening new locations, or expanding your team. The policy becomes especially important during employee onboarding, workplace training sessions, and immediately after any harassment incidents.

Use your policy actively during staff meetings, performance reviews, and workplace investigations. It guides managers handling complaints and helps HR teams document incidents properly. The policy proves vital when dealing with Fair Work Commission matters or responding to formal complaints under the Sex Discrimination Act. Regular updates keep it current with changing laws and workplace dynamics.

• Basic Workplace Policy: Covers essential legal requirements under the Sex Discrimination Act, suitable for small businesses and startups
• Comprehensive Corporate Policy: Includes detailed reporting procedures, investigation protocols, and extensive examples of prohibited conduct
• Industry-Specific Policy: Tailored for high-risk sectors like hospitality or mining, addressing unique workplace dynamics
• Multi-Site Policy: Adapted for organizations with multiple locations, incorporating state-specific requirements and reporting chains
• Digital Workplace Policy: Addresses online harassment, remote work situations, and social media conduct

• HR Managers: Draft and update Sexual Harassment Policies, conduct training, and manage complaint processes
• Business Owners: Review and approve policies, ensure compliance with Australian law, and allocate resources for implementation
• All Employees: Must read, understand, and follow the policy guidelines as part of their employment conditions
• Department Managers: Enforce policy requirements, report incidents, and support investigations when needed
• Legal Teams: Review policies for compliance with Fair Work Act and state regulations, advise on updates
• Contact Officers: Trained staff who receive complaints and provide initial support to affected employees

• Industry Research: Review similar policies in your sector and identify unique workplace risks
• Legal Framework: Check current Sex Discrimination Act requirements and state-specific workplace laws
• Reporting Structure: Map out your complaint handling process and identify contact officers
• Communication Plan: Decide how to distribute and explain the policy to all staff
• Training Requirements: Plan regular staff education sessions and manager briefings
• Documentation System: Set up secure record-keeping for complaints and investigations
• Review Schedule: Plan regular policy updates to match changing laws and workplace needs

• Policy Statement: Clear definition of sexual harassment under Australian law and zero-tolerance stance
• Scope Section: Who the policy covers, including employees, contractors, and visitors
• Prohibited Conduct: Specific examples of unacceptable behavior in physical and digital spaces
• Reporting Process: Step-by-step guide for making complaints and protected disclosure procedures
• Investigation Protocol: Timeline, confidentiality requirements, and documentation standards
• Disciplinary Actions: Range of consequences for policy violations
• Support Services: List of available resources and contact officers
• Review Timeline: Regular policy update schedule and amendment procedures

A Sexual Harassment Policy often gets confused with an Equal Opportunities Policy, but they serve distinct purposes in Australian workplaces. While both protect employees' rights, their scope and application differ significantly.

• Focus and Scope: Sexual Harassment Policies specifically address unwanted sexual conduct and gender-based discrimination, while Equal Opportunities Policies cover all forms of discrimination including age, race, disability, and religion
• Legal Framework: Sexual Harassment Policies align primarily with the Sex Discrimination Act 1984, while Equal Opportunities Policies draw from broader anti-discrimination laws and Fair Work legislation
• Complaint Procedures: Sexual Harassment Policies detail specific reporting protocols for sexual misconduct, while Equal Opportunities Policies outline general discrimination grievance procedures
• Training Requirements: Sexual Harassment Policies mandate specific sexual harassment prevention training, whereas Equal Opportunities Policies focus on broader diversity and inclusion education