Do You Have Your Sexual Harassment Prevention Plan Ready?
O*NO! It's March 2025, and you’re flat-out juggling listings, managing your team, and smashing your sales targets—when suddenly, a legal update flies under the radar… and it’s a big one.
As of 1 March 2025, Queensland businesses (yes, that includes real estate agencies) are legally required to have a Sexual Harassment Prevention Plan in place if there’s a psychosocial risk in the workplace. If that sounds like legal jargon, don’t worry—we’ll break it down for you in plain English.
Even if you're based in another state, you still have a legal duty to provide a safe and psychologically healthy workplace. This isn't just about ticking a compliance box - it’s about protecting your people, your culture, and your business.
Let’s unpack what’s changed, what you need to do, and why it matters (yes, even if nothing “bad” has ever happened in your office).
What’s Changed in Queensland (and Why You Need to Care)
From 1 March 2025, Work Health and Safety (WHS) laws in Queensland have been updated to explicitly include sexual harassment, sex-based harassment, and gender-based harassment as workplace hazards.
That means:
Employers must now identify these risks like any other safety hazard (e.g., loose wires or wet floors).
If the risk is present (which it almost always is in any workplace), you must have a written prevention plan or policy.
Why now? Because sexual harassment is a real, psychological hazard—and managing psychosocial risks is just as important as physical ones under WHS laws.
In the words of WorkSafe Queensland, this is about ensuring a safe and respectful workplace for all. It’s no longer a “nice to have”—it’s a must-have.
What Your Sexual Harassment Prevention Plan Should Include
Don’t panic—this doesn’t mean you need to write a novel or hire a full-time compliance officer. But it does mean your policy needs to be thoughtful, clear, and actually used (not just sitting in a drawer gathering dust).
Here’s what your plan should include:
A clear statement that sexual harassment and sex-based harassment won’t be tolerated
Definitions and examples of what these behaviours look like
The process for reporting inappropriate conduct (and how complaints will be handled confidentially)
Support options for affected workers
Responsibilities of managers and team members
Commitment to training and continuous review
Your prevention plan should also align with your overall workplace health and safety approach because a respectful team culture is part of your safety strategy now.
The good news is Worksafe QLD has published a template plan that you are encouraged to use. It’s free and can be downloaded here.
But I’m Not in QLD – Does This Apply to Me?
Great question. If you’re in NSW, VIC, SA, WA, or elsewhere, you might be thinking, “Phew, dodged a bullet!” …But not so fast.
Even if your state hasn’t yet made a sexual harassment prevention policy mandatory under WHS laws, you are still legally required to manage risks to psychological health. That includes:
Having policies and procedures to prevent workplace harassment and bullying
Taking action when risks are identified
Providing a workplace that is, in legal speak, "psychologically safe
So while Queensland is the first state to make it this specific, the duty exists nationwide—and the best time to address it is before an issue arises.
Plus, from a team culture and risk mitigation perspective, having a clear plan in place just makes good business sense.
What Happens If You Don’t Comply?
This isn’t just about doing the right thing (although that’s important, too). Failing to meet your obligations could lead to:
WHS fines and legal liability
Damage to your brand and workplace reputation
Internal complaints escalating to formal legal claims
Losing great team members who no longer feel safe or supported
Think of your plan like your smoke alarm—something you hope you never have to use but wouldn’t go without.
Key Takeaways
From 1 March 2025, QLD agencies must have a sexual harassment prevention plan
This is part of your Work Health & Safety obligations, just like physical hazards
All states must provide a psychologically safe workplace, even if plans aren’t mandatory yet
Your policy should include prevention steps, complaint procedures, and support options
Having a plan protects your people, your culture, and your legal position
Next Steps
Not sure where to start or what to include? That’s where we come in.
At O*NO Legal, we help real estate agencies like yours create legally compliant, practical, and easy-to-understand policies that keep your workplace safe—and your backside covered.
Book your free 10-minute chat, and we’ll walk you through exactly what your agency needs.
Let’s make sure your business is protected, your people are supported, and your policies are solid.
Boring legal stuff: This article is general information only and cannot be regarded as legal, financial or accounting advice as it does not take into account your personal circumstances. For tailored advice, please contact us. PS - congratulations if you have read this far, you must love legal disclaimers or are a sucker for punishment.