Recent Changes to Workplace Sexual Harassment Laws (AU)

Sexual harassment in the workplace has received a great deal of attention in the past year.

As a result, the Sex Discrimination and Fair Work (Respect at Work) Amendment Act was passed in September 2021 following a National Enquiry into Sexual Harassment in Australian Workplaces.

In this video, Anika Ranchhod, Solicitor at WilliamsonBarwick, will cover the fundamental changes you need to be aware of in the 1984 Sex Discrimination Act, the 1986 Human Rights Commission Act, and the Fair Work Act.

CHAPTERS:
00:00 - Introduction
00:58 - Change #1: Prohibiting Harassment on the Grounds of Sex
02:05 - Change #2: Sexual Harassment Laws now cover PCBUs
03:02 - Change #3: Legislation Now Includes Judges, MPs and Public Servants
03:22 - Change #4: Increase In Timeframe to Lodge Complaints
03:35 - Change #5: Civil Action for Victimisation Allowed in FC and FCC
03:47 - Major Changes to the Fair Work Act
05:35 - Steps for Eliminating Workplace Sexual Harassment
06:52 - Closing Thoughts

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Adrian is the Solicitor Director at WilliamsonBarwick. He is known for his strategic approach to employment law that delivers lawful and fair outcomes for his clients.

Adrian has advised and represented employers and senior executives on matters ranging from breach of contract, unfair dismissal, discrimination, general protections applications through to claims for statutory and contractual entitlements. He has a special interest in the legal challenges associated with the management of injured and unfit workers.

Adrian was admitted to the Supreme Court of New South Wales in 1995, and holds a Master of Laws. He is peer-recognised in Doyle’s Guide for Best Employment Lawyers and has been a Law Society Accredited Specialist in Employment and Industrial Law since 2006.

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Website: https://williamsonbarwick.com/

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DISCLAIMER: Please note that every effort has been made to ensure that the information provided in this video is accurate. You should note, however, that the information is intended as a guide only, providing an overview of general information available to businesses and employees. This guide is not intended to be an exhaustive source of legal information and should not be seen to constitute legal advice. You should, where necessary, seek your own advice for any legal issues raised in your business affairs.