What is sexual harassment?

See Fair Work Act ss.789FD(2A) and 12 and Sex Discrimination Act s.28A 

A person sexually harasses another person if:  

• they make an unwelcome sexual advance, or an unwelcome request for sexual favours, to the person harassed; or  

• they engage in other unwelcome conduct of a sexual nature in relation to the person harassed;  

• in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the person harassed would be offended, humiliated or intimidated.[13] 

The circumstances to be taken into account include, but are not limited to, the following: 

• the sex, age, sexual orientation, gender identity, intersex status, marital or relationship status, religious belief, race, colour, or national or ethnic origin, of the person harassed; 

• the relationship between the person harassed and the person who made the advance or request or who engaged in the conduct;  

• any disability of the person harassed; 

• any other relevant circumstances.[14] 

‘Conduct of a sexual nature’, for the purposes of the definition of sexual harassment, includes making a statement of a sexual nature to a person, or in the presence of a person, whether the statement is made orally or in writing.[15] 

Sexual harassment can be a single incident[16] or something that happens more than once.  

Examples of conduct of which may constitute a sexual advance, a request for sexual favours or other conduct of a sexual nature include:  

• sexually suggestive comments or jokes; 

• intrusive questions about private life or physical appearance; 

• unwanted invitations to go on dates, or requests or pressure for sex; 

• unwanted written declarations of love; 

• sending sexually explicit or suggestive pictures or gifts to a worker, or displaying sexually explicit or suggestive pictures, posters, screensavers or objects in the work environment; 

• intimidating or threatening behaviours such as inappropriate staring or leering, sexual gestures, or following, watching or loitering; 

• inappropriate physical contact, such as deliberately brushing up against a person, or unwelcome touching, hugging, cornering or kissing;  

• behaviours that may be offences under criminal laws, such as actual or attempted rape or sexual assault, indecent exposure or stalking; 

• sexually explicit or suggestive emails, SMS or social media (including the use of emojis with sexual connotations), indecent phone calls, circulating pornography or other sexually graphic imagery, unwelcome sexual advances online, or sharing or threatening to share intimate images or film without consent.[17] 

Sexual harassment at work often has significant negative consequences for an individual’s health and wellbeing.[18] These can include: 

• financial loss 

• impacts on career progression, such as diminished productivity and performance, negative career expectations, reduced job satisfaction, increased absences, and job loss 

• strained relationships 

• stress and psychological distress  

• symptoms of or development of mental health conditions, such as anxiety disorders, depressive disorders, post-traumatic stress disorder, and adjustment disorders  

• symptoms of or development of physical health conditions, such as headaches, hair loss, weight fluctuation, sleep deprivation and sleep disturbances, gastric issues, respiratory issues, exhaustion, nausea, musculoskeletal pain and muscle tension. [19] 

To obtain an order to stop sexual harassment, an applicant does not need to show that sexual harassment poses a risk to their health and safety. Sexual harassment is a known safety risk. This is different to the Commission’s power to make orders to stop bullying, where an applicant must demonstrate that there is a risk to health and safety as a result of the bullying behaviour.[20]

Related information 

• When is a worker sexually harassed at work?