Free Sexual and Gender-Based Harassment Prevention Plan

Download our free Sexual and Gender-Based Harassment Prevention Plan:

• Sexual and Gender-Based Harassment Prevention Plan.doc file (Word Document)

• Sexual and Gender-Based Harassment Prevention Plan.pdf file (PDF)

*For internal use only. Not for resale or redistribution. By downloading, you agree to our Free Resources Licensing Agreement.

Purpose of a Sexual and Gender-Based Harassment Prevention Plan

Sexual and gender-based harassment prevention plans are designed to foster safe, respectful, and inclusive workplaces by addressing risks and promoting positive behaviors.

How to Use

This plan should be used as a practical guide for identifying, preventing, and responding to sexual and gender-based harassment in the workplace. All workers, managers, and stakeholders should refer to it when setting expectations, assessing risks, handling complaints, and ensuring a respectful organisational culture.

This document is a template only and it must be customised for your business. Other aspects that need to be considered include ensuring that:

• Relevant legal requirements have been met,

• Workplace specific risks are identified and managed, and

• Workers are consulted with during the customisation / review process.

When to Use

Use this plan whenever there is a need to prevent, identify, or respond to sexual or gender-based harassment in the workplace. It should also be applied during staff training, policy reviews, risk assessments, incident investigations, and when developing or reinforcing a respectful workplace culture.

Who Should Use

This plan should be used by all members of the organisation, including employees, managers, supervisors, contractors, and HR or WHS personnel. Leadership teams are responsible for implementing and upholding the plan, while all workers are expected to understand and follow its guidance to help maintain a safe and respectful workplace.

Legal Considerations

Depending on your state or territory, it may be a legal requirement to prepare and implement a Sexual and Gender-Based Harassment Prevention Plan. For example, in QLD, section 55H of the WHS Regulations states that:

• The PCBU (or business) must prepare a prevention plan to manage identified risks relating to sexual harassment or gender-based harassment

It can help meet general legal duties, including:

• s(19)(3)a WHS Act – Duty to Provide a Safe Working Environment

FAQ

Am I legally required to have this plan?

Yes, under WHS Regulation s.55D and s.55F, you must implement a written prevention plan.

What risks should I be looking for?

Psychosocial risks like power imbalances, isolated work, poor culture, and lack of training.

How often should I review the plan?

At least annually, or after a report is made or a HSR requests it.

Do I have to consult workers when developing the plan?

Yes, consultation with workers and HSRs is legally required under the WHS Act.

What if someone makes a report—what should I do first?

Start a prompt, confidential investigation and support the person who reported.

Can the person making a complaint have a representative?

Yes, they are entitled to be represented or supported during the process.

Did you know?

Under Queensland's WHS laws, employers now have a positive duty to proactively prevent sexual and gender-based harassment—even if no complaint has been made. Failing to implement a written prevention plan can lead to penalties of up to 60 penalty units.

Article Sources and Further Reading

• Know Your Rights: Sexual Harassment (Australian Human Rights Commission)

• Queensland WHS Regulation (Psychosocial Hazards) Overview (WHSQ)

• Sexual Harassment at Work (Fair Work Ombudsman)