Sexual Harassment Regulations: The Clock is Ticking – Are You Ready?

Queensland’s Work Health and Safety (WHS) laws have changed. From 1 September 2024, employers must actively manage the risk of sexual and gender-based harassment in the workplace. And by 1 March 2025, they must have a Prevention Plan in place.

But what does this actually mean for your organisation?

It means if you do nothing, you’re at risk. And the consequences—legal, financial, and reputational—are too big to ignore.

What You Should Be Doing Right Now

As of 1 September 2024, the law requires that you:
✅ Identify Risks – Conduct risk assessments to pinpoint potential sexual harassment hazards in your workplace.
✅ Implement Control Measures – Put in place policies, training, and workplace adjustments to prevent harassment.
✅ Engage with Employees – Consult with staff and health & safety reps on workplace risks and mitigation strategies.
✅ Monitor and Review – Regularly assess the effectiveness of your strategies and update them as needed.

What MUST Be in Place by 1 March 2025

By 1 March 2025, all businesses must have a Sexual Harassment Prevention Plan, which should include:

• Documented Risks: A clear outline of workplace risks related to sexual and gender-based harassment.
• ‍Control Measures: The steps you are taking to prevent and manage these risks.
• ‍Consultation Evidence: Proof that employees have been involved in developing the plan.
• ‍Ongoing Review Process: A commitment to reviewing and updating the plan regularly—or immediately if a harassment report is made.

The Cost of Ignoring These Changes

Still think this is just another compliance headache? Think again. If your business fails to act, you could face:

❌ Significant Fines & Legal Action – Breaching WHS laws can result in severe financial penalties.
❌ Reputational Damage – Workplace harassment scandals ruin businesses, lose clients, and destroy employee trust.
❌ High Staff Turnover & Low Morale – Employees don’t stick around in toxic workplaces, and recruitment is expensive.
❌ Increased Workers’ Compensation Claims – Harassment contributes to psychological injuries, leading to costly claims.

Doing nothing is no longer an option.

How HR Dynamics Can Help

HR Dynamics works with businesses to ensure compliance with these new legal requirements before the deadline.‍

• ‍Risk Assessments & Compliance Audits – Identify gaps in your current workplace policies.
• ‍Tailored Sexual Harassment Prevention Plans – Ensure your plan is compliant and practical for your workplace.
• ‍Training & Education – Equip your team with the knowledge to prevent, identify, and report workplace harassment.
• ‍Ongoing Support & Reviews – Stay compliant with regular policy updates and reviews.

Ignoring these changes puts your organisation at risk. Taking action now ensures compliance, protects your team, and strengthens your workplace culture.

📞 Get in touch with HR Dynamics today to make sure you’re 100% compliant before the 1 March 2025 deadline. - 1800 877 747 or email hello@hrdynamics.com.au