Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p22
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 59637–62571

be able to further minimise the risk of harm from it by controlling other psychosocial hazards, both by reducing underlying levels of stress and by providing appropriate support to affected workers following an instance of sexual or gender‑based harassment.
The Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 (Cth) provides information on managing psychosocial hazards.

     5.3          Design of work, including job demands and tasks
When controlling the risk of sexual and gender-based harassment, you must consider whether risks can be eliminated or minimised by changing how work is designed, in consultation with your workers.
Where you have identified a risk of sexual and gender-based harassment associated with particular tasks, consider changing:
   -            the task: for example, provide bar service rather than table service; avoid sales scripts with sexual innuendo and sexualised uniforms where not relevant to the role (e.g. sex work)
   -            when the task is done: for example, empty bins into an outside skip the following morning rather than in darkness or while intoxicated people may be gathered in the area
   -            where the task is done: for example, meet with clients in the office rather than their homes or isolated environments; move tasks to more visible areas of the workplace
   -            how the task is done: for example, deliver services online; do the task with other workers; assign workers to work in pairs or small groups, and
   -            skills and capabilities: for example, ensure project teams have the right mix of skills and gender ratios; assign experienced workers to supervise junior workers.

Roles with a sexual component

Workers in roles with a sexual component must still be protected from sexual harassment. The definition of sexual harassment includes the elements of conduct being unwelcome, in circumstances where a reasonable person would anticipate the possibility that the person harassed would be offended, humiliated or intimidated. Workers in these roles may face increased risks of harassment.

Where a role or task has a sexual component, it is particularly important to consult workers and ensure they are comfortable with, and consent to, the task and how it will be undertaken. For example, using intimacy coordinators in the entertainment industry to ensure actors are safe during intimate scenes; consulting sex workers on the services being offered, and where and how work is done, to manage risks of sexual harassment and sexual assault.

     5.4          Systems of work, including how work is managed, organised and supported
As the PCBU you must consider the systems of work when determining control measures. Systems of work are organisational rules, policies, procedures and work practices used to organise, manage and carry out work.
Some systems of work may increase the risk of sexual and