If you want to report workplace sexual harassment, identify a suitable private reporting channel, record the conduct accurately and ask what process and support are available. You do not need to decide the final legal outcome before asking for help about unwelcome behaviour.
This guide concerns reporting and process questions. It does not investigate an allegation, decide credibility or replace specialist support or advice about personal circumstances.
Identify the conduct and relevant process
Fair Work’s rules guidance explains that workplace sexual harassment can involve unwelcome conduct of a sexual nature and can be a one-off incident. It need not satisfy the repeated-behaviour test used for bullying.
Conduct connected with work can occur beyond the physical workplace, including online or at work-related events. Describe what happened and the connection to work rather than assuming a particular location means no workplace process applies.
Read the employer’s policy if it is accessible. Identify a contact who is suitable for the circumstances, including an alternative where the usual manager is involved. You can obtain outside information before choosing how to proceed.
Prepare a concise private account
Record the date, place or online channel, conduct, people involved and any relevant messages or witnesses. Use your own words and mark information you cannot confirm. You do not need to include graphic detail beyond what is necessary for the relevant process.
This original reporting worksheet can help:
- Main concern: a short description of the conduct and work connection.
- Events: a dated sequence, with separate entries where needed.
- Evidence: references to relevant records preserved legitimately.
- Current concern: any continuing contact or workplace arrangement that needs discussion.
- Contact: the method through which you can appropriately receive updates.
- Questions: who handles the report, what happens next and what information is needed.
Keep the account in a secure location. Do not seek evidence by entering another person’s account or sharing private material widely.
A fictional process enquiry
The following original message is invented and contains no detailed allegation:
“I would like to speak privately about unwelcome conduct connected with work. Could you confirm the appropriate reporting contact, whether a support person can attend and how information will be shared during the process? Please also explain the next steps and how I can raise concerns about ongoing workplace contact.”
Adapt the wording to the actual situation. A request for information is not a promise to complete a particular internal process before seeking outside help.
Ask about confidentiality and support
Fair Work’s reporting guidance identifies workplace and external options. Ask what privacy can be maintained and what information may need to be shared for a fair process. Do not assume a confidential label guarantees that no one else will be told.
Ask about available support and practical arrangements without relying on a promised result. Keep acknowledgement, agreed contact arrangements and updates with the original report.
Check the appropriate external pathway promptly
The Fair Work Commission’s complaint-options tool explains that different agencies have different powers and processes. Eligibility, dates and the desired outcome can affect which route is relevant.
Seek current advice about applicable deadlines rather than assuming an internal report pauses an external time limit. If the circumstances involve immediate danger or possible criminal conduct, use the appropriate emergency or police pathway alongside relevant support.
