New survey reveals a considerable number of workplaces might not be complying with their legal duties to avert sexual harassment

New Survey Reveals a Considerable Number of Workplaces Might Not Be Complying With Their Legal Duties to Avert Sexual Harassment

A survey commissioned by Our Watch, a national organisation dedicated to violence prevention, indicates that 40% of workplace leaders do not understand their new legal obligations to prevent workplace sexual harassment. Only 76% of these leaders are aware that workplace sexual harassment is prohibited by law, suggesting evolving legal duties are shifting employer responsibilities faster than many businesses can keep pace with.

The survey, involving leaders and staff in medium to large companies, underscores an ongoing need for improvement in raising awareness and implementing changes to combat workplace sexual harassment. Employers seeking clarity on their obligations can review a dedicated Sexual Harassment Policy to help formalise expectations around respectful conduct.

What the Data Shows About Sexual Harassment in Australian Workplaces

Australian Human Rights Commission figures reveal that within the last five years, over 40% of women and 26% of men have faced sexual harassment in their work environments. These numbers highlight why organisations across Australia continue to prioritise prevention as a core workplace safety issue.

• 40% of workplace leaders do not fully grasp their new legal obligations
• Only 76% of leaders recognise that workplace sexual harassment breaches the law
• Over 40% of women and 26% of men report experiencing harassment at work within five years

Why Prevention Matters for Employers

According to Patty Kinnersly, CEO of Our Watch, workplace sexual harassment can be prevented, and numerous workplaces are taking initiative to implement proactive strategies and achieve meaningful transformation.

"All employees should feel safe at work, and preventing workplace sexual harassment is a key safety issue, particularly for women, people of colour and LGBTIQA+ employees. When workplaces create a culture of safety and respect, business profitability increases, along with productivity and employee engagement."

Building a culture rooted in respect requires more than good intentions — it calls for clear policy, consistent training and dedicated resources. Employers can strengthen their approach by reviewing a Workplace Sexual Gender-Based Harassment Policy alongside a structured Workplace Sexual and Gender-Based Harassment Prevention Plan to guide practical implementation.

Supporting a Culture of Respect Through Policy and Resources

Organisations that invest in updated policy frameworks and accessible resources tend to see stronger compliance outcomes and improved employee confidence in reporting concerns. Recent developments, such as the new advisory group addressing sexual harassment in NSW workplaces and the new WHS Code of Practice for Commonwealth workplaces, demonstrate a broader national push toward stronger protections for employees.

SafeWork Australia has also released new infographics on workplace sexual harassment, offering practical resources employers can use to educate staff and reinforce respect-based workplace norms.

Discover more information here, via the Australian Human Rights Commission.