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Business owners in 2025 need to stay on top of many priorities – managing profits, ensuring product quality, keeping up with the latest legal compliance and, most importantly, providing your employees with a safe working environment. In today’s fast‐paced and digitally connected workplace, having up-to-date workplace policies is not just a good idea, it’s a legal necessity.
Employers have important obligations regarding the safety and security of the workplace. Keeping employees safe and well-informed about their rights is central to your business’s success, which is why strong, current workplace policies are more essential than ever.
A robust workplace policy sets the tone for a positive work environment. Let’s take a closer look at what this means in 2025, and why your business may need an Anti-Harassment and Discrimination Policy.
Why Are Workplace Policies Important?
A workplace policy is a central document that clearly outlines what is expected of every team member in terms of professional conduct. It provides clarity on the standard procedures and processes that govern your workplace, ensuring everyone is on the same page.
In addition, your workplace policies reflect the culture, values and vision of your business. In 2025, with many companies adopting hybrid and remote work models, these policies have expanded to include guidelines for digital communications, remote work setups and cybersecurity measures – ensuring that your entire team remains protected no matter where they work.
Workplace policies also set out the consequences when company guidelines are not followed. This ensures that employees understand the importance of compliance and know exactly what to expect in the event of any breaches, creating transparency and fairness across the board.
It’s useful to have one comprehensive document that both employees and employers can refer to whenever there’s any doubt about workplace expectations. When inducting new staff, providing a written, clear policy not only speeds up onboarding – as we’ve discussed in our guide to onboarding new employees – but also sets a consistent standard company-wide.
You might wonder, “Why not just include all of this in the Employment Contract?” While having an Employment Contract is essential and caters to the specifics of an individual’s role, a workplace policy applies to everyone and establishes the overall workplace environment and culture universally.
Workplace Health And Safety Obligations
Your workplace policies are designed to reflect and enforce current work health and safety obligations. In 2025, employers must ensure that their practices are aligned with both traditional and emerging safety standards.
As an employer, you have a legal duty to provide an environment that protects your employees from both physical and mental harm. This duty is encapsulated in your workplace health and safety obligations, which are overseen by Safe Work Australia as per the guidelines set out in the Work Health and Safety Act 2011 (with its latest amendments applicable in 2025).
These safety requirements apply to every employee – whether they’re full time, part time, casual, working in an office, or remotely from home. Every individual deserves the same level of protection under the law, and your policies should reflect that commitment.
The specific measures you need to implement to meet your workplace health and safety duties will depend on your business model. In 2025, these might include:
- Ensuring all employees communicate respectfully and use appropriate language, even in digital correspondence
- Providing all necessary equipment and ergonomic setups for both office and remote work environments
- Establishing clear systems for reporting risks or hazards promptly
- Ensuring an appropriate work-from-home setup that meets safety standards
- Offering mental health services and regular well-being checks
Many forward-thinking employers in 2025 also conduct regular virtual training sessions on workplace safety and risk management, ensuring that staff remain current with the latest practices and legislative changes.
Harassment And Discrimination In The Workplace
When reviewing your workplace policies, it’s crucial to address harassment and discrimination head on. This remains a key area of focus in maintaining legal compliance and fostering a respectful work environment.
Any form of harassment or discrimination in the workplace is strictly illegal. As an employer, you must take all necessary steps to prevent such conduct to avoid vicarious liability. If your employees engage in unfair treatment, it can reflect poorly on the entire organisation and result in serious legal consequences.
In other words, if your employees behave inappropriately or illegally, you could be held liable for their conduct as their employer.
Therefore, it’s essential to be alert to these issues and take all reasonable measures to prevent them. A key part of this is understanding the concepts of discrimination and harassment thoroughly.
What Is Discrimination?
Discrimination occurs when a person is treated less favourably than others based on characteristics such as their:
- Gender
- Sexual orientation
- Age
- Race
- Ethnicity
- Disability
- Socio-economic background
- Religion
Discrimination can, for example, emerge in job interviews – we’ve written more about questions you shouldn’t ask in job interviews to avoid unfair treatment.
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Example Sydney openly identifies as bisexual. She was recently overlooked for a promotion in favour of a less qualified co-worker. A leaked email thread revealed that Sydney’s sexual orientation influenced the hiring manager’s decision. This is a clear instance of direct discrimination. |
What Is Harassment?
Harassment involves repeated, unwelcome behaviour that undermines a person’s dignity or well‐being. It can manifest in many forms – from spreading harmful rumours to making degrading comments – and can significantly disrupt an individual’s work life.
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Example Jade continuously spreads harmful rumours about Jake to other co-workers, aiming to turn them against him. This behaviour, ongoing for several months, has left Jake feeling isolated and helpless. Jade’s actions clearly constitute harassment. |
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Example Sam, who is senior to Sarah, consistently singles her out during meetings by making inappropriate comments about her appearance. This abuse of power creates an uncomfortable work environment and is a clear case of harassment. |
What Is An Anti-Discrimination And Harassment Policy?
An anti-discrimination and harassment policy is a specific type of workplace policy that focuses on educating employees about what behaviours are considered unacceptable and outlines strict measures to prevent discrimination and harassment. In 2025, such policies must also address evolving challenges such as digital communication etiquette and remote work environments.
This policy not only creates a safe workplace but also contributes to a positive company culture. It should provide clear reporting channels and detail the consequences for employees who engage in discriminatory or harassing conduct.
It’s also recommended that these policies are regularly reviewed to align with any changes in legislation or industry standards – a proactive approach that can help you avoid costly legal issues.
Need A Lawyer To Write An Anti-Bullying And Harassment Policy For Your Organisation?
Workplaces may have varying requirements when drafting an anti-bullying and harassment policy. For example, if your operations span multiple construction sites, your policy needs will differ significantly from those of a dynamic marketing firm. In 2025, ensuring that your policy is tailored to your industry and workplace environment is more critical than ever.
It’s important that your policy reflects these specific needs. With strict laws surrounding bullying and harassment, you want to be certain that your policy ticks all the correct legal boxes. Getting a legal professional to draft or review your anti-bullying and harassment policy is a wise move – contact us today to get started!
In 2025, integrating comprehensive digital and remote work policy guidelines into your anti-discrimination and harassment strategy has become essential. With many businesses operating on a hybrid model, it’s vital that your policies extend beyond traditional in-office protocols to cover online communications and data privacy. Regular training and updates, such as those detailed in our business set-up guide and insights from our guide to starting a business from home, ensure that all staff are well-informed and compliant with the latest legislative requirements.
Key Takeaways
It’s essential to educate your employees about what constitutes inappropriate behaviour, as this directly impacts your entire business. To summarise what we’ve discussed:
- Workplace policies establish clear standards of conduct that everyone must follow
- Employers must uphold comprehensive health and safety obligations for all staff
- Harassment and discrimination in the workplace remain illegal and carry serious consequences
- Regular updates and professional legal review of your policies are key to ongoing compliance
If you would like a consultation on drafting an anti-bullying and harassment policy, or if you need general Employment Law advice, reach out to us at 1800 730 617 or team@sprintlaw.com.au for a free, no-obligations chat.
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