Employers

Discrimination, sexual harassment, and vilification have damaging effects on workers, workplace culture, and business reputation. Employers are responsible for ensuring they don’t occur at work and can be held vicariously liable for acts and behaviour of their workers in the course of work. This includes out-of-hours work-related functions, such as conferences and Christmas parties. Learn how to prevent discrimination, sexual harassment, and associated objectionable conduct and comply with your responsibilities under the Anti-Discrimination Act 1991.

Fair and inclusive recruitment practices help you find the best candidates while complying with discrimination law. From writing job advertisements to conducting interviews and handling pre-employment tests, this section provides practical tips to ensure your hiring processes support workplace equality.

Health and medical

Employers may need to request medical information from job applicants or workers to ensure workplace safety and assess a person’s ability to perform specific roles. This section explains how to navigate medical disclosures, pre-existing conditions, and claims histories while complying with the Anti-Discrimination Act 1991.

Providing flexible work arrangements helps accommodate the diverse needs of workers, including those who are pregnant, breastfeeding, have impairments, family responsibilities, or religious beliefs. Learn how flexible workplace practices can benefit your workers and your business.