Under the Work Health and Safety Act 2011, a person conducting a business or undertaking has a duty to eliminate risks to the health and safety of workers and others so far as is reasonably practicable - this extends to sexual harassment of temporary staff. At the national level, sexual harassment is unlawful under the Sex Discrimination Act 1984 (Cth). Sexual harassment is also prohibited by state and territory anti-discrimination laws.
Have you conducted a risk assessment to:
Some food for thought:
As an employer, it is crucial to take proactive measures to prevent sexual harassment in the workplace and create a culture of respect and safety for all employees. By conducting regular risk assessments, implementing effective policies and support mechanisms, and prioritizing employee well-being, you can help eliminate the risk of sexual harassment and foster a positive workplace environment. Remember, it is not just a legal obligation, but a moral responsibility to protect your employees from sexual harassment.
If you need any advice and need help, please reach out at hello@hrdynamics.com.au or 1800 877 747
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The information available on this website is intended to be a general information resource regarding matters covered and it is not tailored to individual specific circumstances or intended as a substitute for legal advice. Although we make strong efforts to make sure our information is accurate, HR Dynamics cannot guarantee that all the information on this website is always correct, complete, or up-to-date. HR Dynamics recommendations and any information obtained on this website do not constitute legal advice.