Are You Ready for Queensland’s Sexual Harassment Prevention Plan?

From March 2025, all Queensland businesses will be required to have a Sexual Harassment Prevention Plan in place.

The Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 mandates that employers:

• Identify risks associated with sexual harassment and gender-based harassment.
• Implement control measures to prevent and address harassment.
• Train managers and employees on how to recognise, report, and prevent harassment.
• Set clear policies and expectations to foster a culture of safety and respect.

By having systems and processes in place, business owners can proactively manage risks and ensure that workplaces are safe, respectful, and compliant.

Why This Matters

Many businesses already have harassment policies in place. However, statistics show that sexual harassment remains widespread in Australian workplaces.

A strong prevention plan is essential to:

• Protect employees from harm.
• Improve workplace culture and morale by fostering respect and accountability.
• Minimise legal and reputational risks that could arise from non-compliance.

How to Prepare for Compliance 

To ensure your business is ready for March 2025, follow these key steps:

1. Review Your Existing Policies

Assess your current sexual harassment policies. Do they:

• Clearly define harassment and misconduct?
• Outline reporting processes for employees?
• Provide support mechanisms for affected individuals?

If not, they will need to be updated to align with the new requirements.

2. Conduct a Workplace Risk Assessment

Identify potential risk areas where harassment may occur, such as:

• Power imbalances within teams or between leadership and employees.
• Remote or isolated work environments, where oversight is limited.
• Lack of diversity, which can contribute to unconscious bias and discrimination.

Understanding these risks is the first step in creating an effective prevention strategy.

3. Develop and Implement a Prevention Plan

Your plan should be tailored to your business and include:

• Clear prevention measures, such as workplace behaviour policies.
• A structured reporting process for handling complaints.
• Support mechanisms for employees affected by harassment.

Engaging employees in this process ensures the plan is practical, effective, and embraced by your team.

4. Train Your Employees and Managers

One of the most effective ways to prevent harassment is through education.

• Provide regular training sessions on recognising, preventing, and reporting harassment.
• Ensure managers receive specialised training on handling complaints and fostering a safe work environment.

5. Build a Culture of Respect and Accountability

Prevention goes beyond compliance—it requires a cultural shift.

• Encourage open conversations about workplace behaviour.
• Promote inclusivity and respect across all levels of your organisation.
• Establish zero-tolerance policies and enforce them consistently.

The Risks of Non-Compliance

Failing to comply with the Sexual Harassment Prevention Plan can lead to:

• Financial Penalties – Fines of up to $9,678 (60 penalty units) for non-compliance, with potential increases over time.
• Legal Consequences – Increased liability if harassment occurs and no prevention measures were in place.
• Reputational Damage – Negative publicity can harm your brand, impact customer trust, and affect recruitment.
• Operational Disruptions – Investigations, corrective actions, and workplace conflicts can disrupt business productivity.