New advisory group to address sexual harassment in NSW workplaces

New Advisory Group to Address Sexual Harassment in NSW Workplaces

NSW Government has established the NSW Respect at Work Advisory Group to coordinate efforts tackling workplace sexual harassment. Formation of this group marks a significant step toward improving safety outcomes across industries statewide.

Recent figures from Australian Human Rights Commission show a third of Australians have experienced sexual harassment at work, highlighting why coordinated support services matter for every industry sector.

Why This Advisory Group Matters

Minister for Industrial Relations and Work Health and Safety Sophie Cotsis said, "The prevalence of sexual harassment in Australian workplaces is incredibly concerning, and we believe collaboration through NSW Respect at Work programs will help reduce this."

Commenting on the same issue, Minister for Prevention of Domestic Violence and Assault Jodie Harrison said workplace sexual harassment has a profound effect on victims and reduces productivity. Her remarks underscore how violence and harassment intersect within broader health and safety frameworks, reinforcing why robust support networks remain essential for affected employees.

Building a Coordinated Response

SafeWork NSW recently launched its first four-year strategy, signalling government commitment to long-term reform rather than isolated initiatives. This advisory group will draw on that strategy while expanding access to support services designed specifically for harassment prevention and response.

Industry stakeholders across construction, manufacturing, and healthcare sectors have welcomed the news, noting that consistent policy frameworks help reduce ambiguity when workers report concerns. A clear, well-communicated policy also gives employers confidence when responding to complaints.

Support services offered through this initiative are expected to include:

• Confidential counselling support for affected employees
• Training resources for managers and supervisors on early intervention
• Guidance resources to help businesses update internal policy documents
• Referral pathways to specialist support services across NSW

What This Means for Employers

Businesses operating in high-risk industry environments should review existing sexual harassment policy documents now, rather than waiting for formal guidance to arrive. A well-drafted Sexual Harassment Policy demonstrates due diligence and provides staff with clear reporting channels.

Organisations seeking broader coverage should also consider a Workplace Sexual and Gender-Based Harassment Policy, alongside a dedicated Workplace Sexual and Gender-Based Harassment Prevention Plan to strengthen prevention efforts and support workplace safety culture.

For context on related regulatory developments, see our coverage of the new WHS Code of Practice targeting sexual harassment in Commonwealth workplaces and previous NSW SafeWork event on combatting sexual harassment.

A Broader Push for Safer Workplaces

This advisory group forms part of a wider pattern of reform, following recent moves such as new inspectors appointed to promote health and safety in NSW workplaces. Together, these initiatives signal that NSW intends to treat harassment prevention as a core safety priority, not a peripheral concern.

Employers should also recognise the link between harassment exposure and mental wellbeing. Reviewing Mental Health Policies and Plans alongside harassment-specific documentation ensures support extends beyond compliance into genuine care for employees.

As this advisory group continues its work, businesses across Australia will likely see further guidance emerge. Staying informed through reliable industry news sources remains one of the simplest ways employers can prepare for upcoming changes.

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