New harassment laws in Queensland
With recent legislative changes in Queensland, businesses are now required to proactively prevent workplace harassment and discrimination. If you operate in Queensland, or even nationally, these updates are critical to ensuring compliance and fostering a safe, respectful work environment, writes Bee Singh from Catalina Consultants.
WHAT YOU NEED TO KNOW
Broader Positive Duty Requirements
Queensland employers now have an expanded obligation to prevent sexual harassment, discrimination, and other objectionable conduct. It’s no longer enough to respond to issues when they arise – proactive measures are required to prevent them from happening in the first place.
Mandatory Written Prevention Plan
From 1 March 2025, businesses in Queensland must have a formal written plan addressing harassment and discrimination risks. Act now to ensure you ensure compliance.
Workplace Safety and Risk Assessment
The new regulations also require businesses to consider specific worker characteristics—such as age, gender, and disability—when assessing harassment risks. Regular reviews of control measures following any complaints are now mandatory.
WHY ACT NOW?
These changes present an opportunity to not only comply with new regulations but to lead by example in creating a workplace that prioritises respect and safety. With the right policies and prevention plans in place, your business can stay ahead of the curve and set a positive standard for workplace culture.
MORE INFORMATION
For more information, see the Queensland Government’s factsheet on the new legislation.
Also see the ACA’s Harassment section for more guidance and resources on how to prevent and respond to harassment in your practice.
Catalina Consultants provide an HR advisory service for the ACA, offering a 15-minute consultation per ACA member each year.
Contact Catalina Consultants if you need further assistance. Catalina specialises in helping businesses navigate complex legislative changes like these. The team can work with you to: review and update your current policies; develop a tailored prevention plan; provide staff training to ensure compliance; and monitor and review control measures.