Queensland employers urged to implement proactive strategies to prevent sexual harassment in the workplace

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Queensland Employers Urged to Implement Proactive Strategies to Prevent Sexual Harassment in the Workplace

Summary: Starting in September, Queensland employers must have documented measures addressing the risk of workplace sexual harassment, positioning the state ahead of the rest of Australia on this front. By early 2025, businesses will need a written prevention plan that outlines risks, control measures and consultation steps, reinforcing the state's commitment to safety and support for every employee's health.

What Queensland's New Requirements Mean for Businesses

Queensland employers are now required to take proactive steps toward addressing workplace sexual harassment, leading the nation in regulatory reform. This shift moves businesses away from reactive policies toward genuine prevention.

By early 2025, new regulations will obligate employers to develop a formal written sexual harassment prevention plan, ensuring protection for their workforce. Organisations that already maintain robust workplace sexual harassment policies will find this transition easier to manage.

What Must a Written Prevention Plan Include?

The State Government says written plans should outline:

• Any recognised risks specific to the workplace
• Control measures being put in place to prevent workplace sexual harassment
• Consultations conducted with staff to formulate the plan

These steps align with broader workplace health and safety obligations, requiring employers to consult meaningfully rather than simply adopt generic policies from elsewhere.

Government Response and Compliance Expectations

Minister for Industrial Relations, Grace Grace, said, "Workplace sexual harassment has no place in Queensland, which is why we're addressing this scourge with the strongest regulations anywhere in Australia."

"It's no longer enough for employers to just hope sexual harassment won't happen in their workplace – they need a proactive written plan to prevent it."

This government-led reform signals a clear compliance expectation: businesses must demonstrate genuine prevention efforts, not just paperwork. Failure to maintain adequate policies could expose organisations to scrutiny under existing safety and compliance frameworks.

Supporting Compliance Through Strong Policies

Employers seeking support in meeting these obligations should review their existing sexual harassment policy documentation and update procedures where gaps exist. Strong policies protect workers, foster trust, and support long-term compliance with Queensland's evolving legal landscape.

For organisations wanting a broader understanding of enforcement trends, Comcare's recent assessment of measures implemented to combat sexual harassment offers valuable context — read more in our article on Comcare's approach to workplace sexual harassment prevention.

Practical guidance on building effective prevention frameworks is also available in our piece on enhancing workplace safety through sexual harassment prevention solutions, which explores practical steps beyond Queensland's borders.

Supporting Employee Wellbeing Beyond Compliance

Sexual harassment prevention intersects closely with mental health support. Employers building a written plan should also consider pairing it with broader mental health policies and plans to support affected employees and reinforce a culture of safety across their organisation.

Ultimately, Queensland's reform reflects a growing national conversation about health, wellbeing and dignity at work — and employers who act early will be best positioned to support their teams and meet compliance obligations well ahead of deadlines.

Read more here.

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