Complete a Sexual Harassment Prevention Plan

Australian employers have a positive duty under the Sex Discrimination Act to take reasonable and proportionate measures to prevent workplace sexual harassment. The Sexual Harassment Prevention Plan is the platform’s structured way to document those measures.

When to complete a plan

You should have one current plan in place at all times, and refresh it at least annually or whenever your workplace changes significantly (new sites, new shift patterns, restructure, growth past key headcount thresholds).

Start a new plan

1. Sidebar then WHS.
2. Open the risk assessments view.
3. Click to start a new plan and choose Sexual Harassment Prevention.

The plan structure mirrors a standard risk assessment but with prompts specific to sexual harassment risk. The hazard register lets you record the workplace risk factors specific to your organisation.

What to capture

The form will prompt you through the sections most plans need to cover. Common items to document:

• Workplace risk factors. Things in your environment that can increase the likelihood of sexual harassment (e.g. isolated work, power imbalances, alcohol at workplace events, customer-facing roles with vulnerable customers).
• Existing controls. Policies, training, complaint processes, leadership behaviour, physical environment.
• Additional controls. What else you’ll put in place, by when, owned by whom.
• Review schedule. When the plan will be reviewed and refreshed.

For each risk factor, score Likelihood and Consequence the same way as on a general risk assessment. The platform calculates the risk rating automatically.

Linking to your policies and training

A prevention plan is most effective when paired with:

• A current Code of Conduct or Sexual Harassment policy that everyone has acknowledged (see the policies module).
• A clear complaints process documented and accessible to all staff.
• Regular training, tracked in the platform’s training records.

The platform doesn’t auto-link these for you, but the plan is a good prompt to check that all three are current.

Finalise the plan

Once complete:

1. Click to finalise.
2. The platform generates a branded PDF-quality document you can store, share with leadership, or use as evidence of your positive duty compliance.
3. The plan is stored against your organisation record with the date it was finalised and who finalised it.

Reviewing

Set a review date (typically annual) and the platform’s compliance calendar will surface it when due. If something material happens (complaint, near miss, significant role or environment change), refresh the plan ahead of schedule.

A note on advice

The platform supports your documentation, but it doesn’t tell you whether your plan satisfies the positive duty in your specific circumstances. The Australian Human Rights Commission has guidance, and specialist legal advice is often warranted for organisations in higher-risk industries or with a history of complaints. Use the plan as part of a broader prevention programme, not as the programme itself.