Retail businesses in Queensland are gearing up for significant changes in workplace safety regulations, particularly concerning the prevention of sexual harassment. Under the new Work Health and Safety (Sexual Harassment) Amendment Regulation 2024, retailers will be required to implement comprehensive sexual harassment prevention plans by early 2025. This proactive measure is part of a broader national movement to ensure safer and more respectful workplaces across Australia.
The role of sexual harassment prevention plans
The new regulations mandate that all retail businesses in Queensland develop and enforce written sexual harassment prevention plans. These plans are not just bureaucratic requirement, they are essential tools designed to protect employees from harassment and to foster a culture of respect and safety in the workplace.
The prevention plans must include:
- Risk Assessment: A thorough analysis of the workplace to identify potential risks of sexual harassment, especially in diverse or isolated environments.
- Control Measures: Clear, actionable steps to mitigate these risks, including staff training and procedural adjustments.
- Complaint Handling: A well-defined process for employees to report incidents, including how these reports will be investigated and resolved.
- Accessibility: The plan must be easily understood by all employees and readily available for reference, ensuring that everyone is aware of the procedures in place.
National Efforts to Combat Workplace Sexual Harassment
Queensland’s new regulations are part of a larger, coordinated effort across Australia to address workplace sexual harassment. Other states, such as New South Wales (NSW) and Victoria, have also implemented robust strategies to combat this issue, providing valuable resources and guidance for businesses.
SafeWork NSW has taken a leading role with the launch of its first four-year strategy (2023-2027) to prevent workplace sexual harassment and other gender-based harmful behaviours. This strategy is designed to educate NSW businesses on their responsibilities and to enforce actions that protect workers before harassment occurs.
In addition to NSW’s efforts, the Victoria Equal Opportunity and Human Rights Commission offers a wealth of resources that Queensland retailers can use to enhance their sexual harassment prevention plans. These resources focus on promoting equality and safety in the workplace, providing valuable guidance on how to address and prevent sexual harassment effectively.
Proactive measures for mitigating risk:
Proactive measures are essential in creating a safe and respectful workplace environment, particularly in addressing the risk of sexual harassment. These measures involve anticipating potential issues before they arise and implementing strategies to prevent them.
As Queensland retail businesses prepare to comply with the new regulations, they can draw on the wealth of resources and strategies developed by other states. By implementing comprehensive sexual harassment prevention plans, retailers can ensure their workplaces are safe, inclusive, and compliant with the latest national standards. With an initiative-taking approach and the support of state and national resources, the retail industry can lead the way in eliminating workplace sexual harassment.
For more information, retailers are encouraged to explore the guidance materials available from the WorkSafe Queensland, as well as the resources provided by SafeWork NSW and the Victoria Equal Opportunity and Human Rights Commission.
Guidance Material
Below are some examples of information regarding prevention of sexual harassment in the workplace.
- Victorian Equal Opportunity & Human Rights Commission – Sexual Harassment
- SafeWork NSW – SafeWork NSW releases strategy to help prevent sexual harassment at work
- WorkSafe Queensland – Sexual harassment Regs 2024 communications kit
Disclaimer
The material within this update is provided for general information and educational purposes in summary form on topics that are current when it is first published. The content does not constitute legal advice or recommendations and should not be relied upon as such.
