Creating a safe, respectful workplace isn’t just compliance — it’s culture. It’s how we act, lead, and respond — in every meeting, message, interaction, and decision. Everyone can make a difference.

With the right support, everyone can take a role in creating safer workplaces. 

The Sex Discrimination Act 1984 (Cth) now places a positive duty on all employers and workplaces to take reasonable and proportionate steps to eliminate sexual harassment, discrimination, and victimisation — not just respond after it occurs. 

This means prevention is no longer optional. Employers must be able to show they are actively identifying and addressing risks to safety, respect, and equality in their workplace. 

The actions you take will depend on your workplace size, resources, structure, and level of risk. 
 

From Reactive to Proactive 

The positive duty shifts responsibility from individual complaints to organisational action. 

It requires workplaces to move beyond “waiting for a report” and instead build systems werereporting is safe, accessible,and respect is the norm. 

In practice, this means ensuring that: 
  • Everyone understands what sexual harassment looks like and why it’s harmful 
  • Leaders are accountable for modelling respectful behaviour 
  • There are clear, safe, and accessible reporting pathways 
  • Responses to reports are trauma-informed, consistently applied across the workplace, and without retaliation or victimisation to the employee making the report 
  • Staff are trained and empowered to speak up early 
  • Data is regularly collected and reported to inform ongoing risk mitigation and prevention activity 
  • Risks are identified and managed as part of your WHS framework 
 

Prevention is protection — for your people, your reputation, and your business. 

Want to learn more about the Positive Duty framework and preventing workplace sexual harassment? In partnership with TCCI, SASS provides training for leaders and executives on understanding positive duty, assessing risk, and developing action plans for your workplace.  

Learn more about your obligations: 

Australian Human Rights Commission— Positive Duty | Preventing Workplace Sexual Harassment 
 
Under Tasmanian WHS laws, sexual harassment is a psychosocial hazard that must be managed like any other workplace risk. 

Employers have a duty to eliminate or minimise psychosocial hazards “so far as reasonably practicable.” 

Helpful resources: 
The Australian Human Rights Commission has published a helpful guide on responding to a complaint or report of workplace sexual harassment.

This guide was informed by feedback from over 300 employees on what would be most helpful and the positive duty frameworks guiding principles. Access the AHRC guide now.  

Comcare, the national work health and safety, and workers' compensation authority also provides guidance for employers on best practice for responding to a workplace sexual harassment report. Access the guide now.
  • TCCI Employer Assist Line — Free, confidential advice for members on workplace conduct, policies, and compliance. 
    1300 765 123 | tcci.com.au 
  • Fair Work Ombudsman — Information on legal obligations and managing workplace sexual harassment: fairwork.gov.au 
  • WorkSafe Tasmania — Guidance on managing psychosocial risks and compliance: worksafe.tas.gov.au 
Click here to access TCCI Positive Duty Training. 

Click here to download the campaign posters.
 

SASS and TCCI are proudly working together to prevent sexual harassment in Tasmanian workplaces.

Disclaimer: The information provided on this website is for general guidance and educational purposes only. It does not constitute legal advice and should not be relied upon as such. While we aim to ensure the content is accurate and up to date, laws and regulations may change and individual circumstances vary. You should seek independent legal or professional advice relevant to your specific situation before taking any action based on the information provided on this site. We accept no responsibility for any loss or damage that may arise from reliance on this information.