{"id":11971,"date":"2025-05-26T11:59:13","date_gmt":"2025-05-26T01:59:13","guid":{"rendered":"https:\/\/anitechgroup.com\/au\/?p=11971"},"modified":"2025-05-26T11:59:13","modified_gmt":"2025-05-26T01:59:13","slug":"sexual-harassment-code-of-practice-2025-what-australian-businesses-must-know-under-whs-law","status":"publish","type":"post","link":"https:\/\/anitechgroup.com\/au\/blog\/sexual-harassment-code-of-practice-2025-what-australian-businesses-must-know-under-whs-law\/","title":{"rendered":"Sexual Harassment Code of Practice 2025: What Australian Businesses Must Know Under WHS Law"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The Australian Government has approved a national Work Health and Safety (<\/span><a href=\"https:\/\/www.legislation.gov.au\/F2025L00326\/latest\/text\"><span style=\"font-weight: 400;\">Sexual and Gender-based Harassment<\/span><\/a><span style=\"font-weight: 400;\">) Code of Practice 2025, which has been implemented in conjunction with the Work Health and Safety (<\/span><a href=\"https:\/\/www.safeworkaustralia.gov.au\/sites\/default\/files\/2022-08\/model_code_of_practice_-_managing_psychosocial_hazards_at_work_25082022_0.pdf\"><span style=\"font-weight: 400;\">Managing Psychosocial Hazards at Work<\/span><\/a><span style=\"font-weight: 400;\">) Code of Practice 2024 (the Codes).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Keeping up with such changes is a must for PCBUs, which place a strong emphasis on organisational culture and operational risk management. At Anitech, we understand the weight of these responsibilities. Our team supports Australian businesses in navigating complex legislation by translating regulatory expectations into tailored, actionable strategies that enhance both compliance and culture. Staying informed of the latest legislative developments is part of our ongoing commitment to supporting Australian businesses with accurate, up-to-date guidance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, what exactly does the 2025 update mean for Australian businesses? Let\u2019s break it down in straightforward terms.<\/span><\/p>\n<h2><b>Understanding the Sexual Harassment Code of Practice 2025: What It Is and Why It Matters<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The Sexual Harassment Code of Practice 2025 is an approved code under the Work Health and Safety Act 2011 (Cth). It provides clear, practical guidance on identifying, preventing, and managing the risks of sexual and gender-based harassment in the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This new code reflects a major shift: sexual harassment is now recognised as a psychosocial hazard under WHS law, with the same legal importance as physical risks such as machinery or toxic substances. This means employers must actively address these risks through a structured WHS risk management process.<\/span><\/p>\n<h2><b>Why the Update Matters for Australian Businesses?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">For many businesses, this code replaces ambiguity with clarity. Employers (or PCBUs\u2014persons conducting a business or undertaking) are now expected to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify potential harassment risks.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Consult with workers about workplace hazards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Implement effective control measures.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide appropriate training, supervision, and systems of support.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maintain and regularly review WHS processes in line with the new Code.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These expectations are aligned with broader<\/span><a href=\"https:\/\/www.fairwork.gov.au\/employment-conditions\/bullying-sexual-harassment-and-discrimination-at-work\/bullying-in-the-workplace#:~:text=The%20Fair%20Work%20Act%20prohibits,a%20person's%20or%20group's%20characteristics.\"> <b>workplace harassment laws in Australia<\/b><\/a><span style=\"font-weight: 400;\">, which are evolving to ensure every employee, regardless of gender, background, or role, is protected in their working environment.<\/span><\/p>\n<h2><b>What Does Harassment Look Like Under the Code?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The Code defines sexual and gender-based harassment as any unwanted behavioural action, whether verbal, physical, visual, or digital, that causes offence, humiliation, or intimidation. This includes:<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\">Inappropriate jokes, comments, or gestures<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Unwanted physical contact<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Sexually suggestive emails or texts<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Repeated unwanted advances or invitations<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Deliberate misgendering or derogatory remarks<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Creating or allowing a hostile work environment<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Importantly, harassment doesn\u2019t need to be repeated to be considered a WHS risk. One incident can be enough to breach your legal obligations.<\/span><\/p>\n<h3><b>How Must Businesses Respond?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The Code outlines expectations for a business regarding the prevention and response to practice. Some of the key business responsibilities include:<\/span><\/p>\n<h3><b>Risk Identification and Management<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers need to consider sexual harassment as a psychosocial risk and evaluate where, when, and how it may happen in their work environment. Here, risks from clients, customers, and third parties are as important as those posed by other employees.<\/span><\/p>\n<h3><b>Clear Preventative Measures<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Your organisation must have policies on maintaining a safe work environment, including behaviour containment, appropriate workplace configuration, training, and leadership accountability to avert harassment.<\/span><\/p>\n<h3><b>Supportive and Transparent Reporting Systems<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Businesses need to allow workers to report harassment through different reporting channels, some of which should be anonymous, and <\/span><span style=\"font-weight: 400;\">guarantee protection against victimisation<\/span><span style=\"font-weight: 400;\">. Complaints need to be dealt with fairly, quickly, and confidentially.<\/span><\/p>\n<h3><b>Leadership And Culture<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Directors and officers must cultivate an environment that forbids sexual harassment and are encouraged to do so indirectly through frequent communications, respectful behaviour modelling, and holding people responsible.<\/span><\/p>\n<h3><b>Ongoing Training and Monitoring<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Inductions, refresher training, and supervisor guidance should reflect the Code\u2019s principles. You must monitor your organisation\u2019s practices to ensure continuous improvement.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s no longer enough to have a passive grievance process. Employers must adopt<\/span><a href=\"https:\/\/www.worksafe.qld.gov.au\/safety-and-prevention\/creating-safe-work\"> <span style=\"font-weight: 400;\">Safe work environment policies<\/span><\/a><span style=\"font-weight: 400;\"> that actively<\/span> <span style=\"font-weight: 400;\">prevent harassment through smarter workplace design, robust training, supervision, and leadership accountability.<\/span><\/p>\n<h2><b>It\u2019s Not Just WHS\u2014The SDA Positive Duty Still Applies<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Alongside your WHS responsibilities, the<\/span><a href=\"https:\/\/www.legislation.gov.au\/Details\/C2021C00420\"> <span style=\"font-weight: 400;\">Sex Discrimination Act<\/span><\/a><span style=\"font-weight: 400;\"> (SDA) also places a positive duty on employers to proactively prevent:<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\">Sexual harassment<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Sex-based discrimination<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Hostile working environments<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">This legal overlap means PCBUs must align their workplace health and safety policy with the SDA, ensuring they don\u2019t fall short by addressing only one legal framework.<\/span><\/p>\n<h2><b>The Cost of Non-Compliance<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Non-compliance with the<\/span><a href=\"https:\/\/www.legislation.gov.au\/F2025L00326\/asmade\/text\"> <span style=\"font-weight: 400;\">Sexual Harassment Code of Practice 2025<\/span><\/a><span style=\"font-weight: 400;\">, issued under section 274 of the Work Health and Safety Act 2011, can result in serious legal and operational consequences for Australian businesses. As stated in the Code&#8217;s foreword, it is an approved code of practice and may be used in court proceedings under the<\/span><a href=\"https:\/\/www.legislation.gov.au\/Details\/C2018C00293\"> <span style=\"font-weight: 400;\">WHS Act and Regulations<\/span><\/a><span style=\"font-weight: 400;\">. Courts may rely on the code as evidence of what is known about a hazard, risk, or appropriate control measure and to determine what is reasonably practicable in a given context. Regulatory bodies, such as Worksafe inspectors, may also refer to the Code when issuing improvement or prohibition notices. These formal actions can lead to legal proceedings and potential financial penalties. If a business is found to have failed in its duty to manage psychosocial risks, including sexual and gender-based harassment. This makes it vital for PCBUs to implement robust safe work environment policies and maintain a strong safety culture.\u00a0<\/span><\/p>\n<h2><b>Where to From Here? Anitech\u2019s Role in Supporting Compliance<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">At Anitech, we work alongside organisations to implement fit-for-purpose WHS systems that meet the evolving regulatory landscape. Our consultants partner with you to:<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\">Assess and document psychosocial risks.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Develop and implement workplace harassment policies.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Train leadership and staff in compliance and respectful behaviours.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Build consultation mechanisms that promote cultural inclusion and psychological safety.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">We don\u2019t just help businesses tick boxes; we help them create safer, more resilient workplaces. That\u2019s the Anitech difference.<\/span><\/p>\n<h2><b>Building Safer Workplaces Together<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The introduction of the Sexual Harassment Code of Practice 2025 is a clear message from regulators: psychological safety is no longer optional. For businesses, this is both a challenge and an opportunity to protect staff, reduce risk, and build stronger cultures of respect.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With the right support, this doesn\u2019t have to be overwhelming. Anitech\u2019s workplace safety consultants are here to guide you through this transition, offering trusted insights, practical tools, and tailored strategies for long-term compliance and cultural improvement.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s create workplaces where everyone feels safe, valued, and empowered to thrive. Need help aligning your business with the WHS Code of Practice 2025? Get in touch with our team of WHS experts at<\/span><a href=\"https:\/\/anitechgroup.com\"><span style=\"font-weight: 400;\"> Anitech<\/span><\/a><span style=\"font-weight: 400;\"> today!<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The Australian Government has approved a national Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025, which has been implemented in conjunction with the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 (the Codes). Keeping up with such changes is a must for PCBUs, which place a&#8230;<\/p>\n","protected":false},"author":1,"featured_media":11976,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1,174],"tags":[],"ppma_author":[253],"class_list":["post-11971","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-occupational-health-safety-iso-45001"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Work Health &amp; Safety 2025: New Code on Sexual &amp; Gender-Based Harassment<\/title>\n<meta name=\"description\" content=\"Stay compliant with the 2025 Work Health and Safety Code on gender-based harassment. Anitech helps you implement policies that protect and empower. 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