We Understand


Reputation damage amidst public scrutiny


Uncertainty over proper legal procedures


Potential for costly financial settlements


Disruptions impacting
productivity and morale


Potential loss of valuable employees


Risk of recurring
harassment incidents

Ensuring Fairness and protection with expertise

We navigate your sexual harassment claims, providing expert legal advice, procedure guidance and emotional support to foster a safe workspace.

  • Comprehensive case assessment and investigation
  • Expert legal advice
  • Representation at Fair Work
  • Proactive plan for preventative measures

Support with
Sexual Harassment Claims

Our team includes qualified, seasoned legal professionals, with extensive experience in managing sexual harassment claims, ensuring proficient, empathetic support throughout your journey.

Naveen Raghavan

Naveen Raghavan

Workplace Relations Consultant Read Bio Union
Saraswathy Varatharajullu

Saraswathy Varatharajullu

Principal Lawyer Read Bio Union
Marie Cocheril

Marie Cocheril

Senior Commercial Lawyer Read Bio Union

Better for business Podcast 2
Sexual Harassment

In September 2022 the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 was introduced to reduce sexual harassment in the workplace.

The amendment includes a number of changes employers need to be aware of to eliminate workplace discrimination and harassment.

Zach Galea, Human Capital Management Lead from Business Solutions Hub explains the changes and what this means for employers.

Click to listen

See what our customers say

We used CLS for updating all our employee contracts, the lawyer was a pleasure to work with and was very patient and easy to deal with.

David Hill - 720 Electrical

Director of 720 Electrical Pty Ltd

Thank you for preparing this letter for us quickly and for the valuable advice you have provided both of us. You have explained the procedure of the Unfair Dismissal Application to us in a manner that is easy to understand and your honesty has been greatly appreciated. Again, we appreciate all that you did to help us with this case.

Genevieve Stutz - Truglo Electrics

Constructive Legal Solutions were excellent for us in assisting with enterprise Agreement and went out of her way to navigate us through the complex nature of EA bargaining.

Jarrod Bennell - Core Contracting Group

We are so grateful to the lawyer for her assistance in drafting sub contractor contracts tailored to our business. The process was easy from start to finish and the lawyer was informative and clear explaining all aspects of the contracts. The pricing for this service was very affordable which is an important consideration for small business owners.

Myers Electrical Pty Ltd

Engaging, entertaining, thought provoking……

In the current climate and the crazy litigious society we live in, it is good to know that NECA have expanded the services offered to members with the lawyer and her team.

A “must attend” event for NECA members and a gentle hint for members to let non-members know what they are missing out on by not being a member….

Thanks to all who made the event possible and thanks to the lawyer for the laid back approach to the minefield of employee / employer relationships.

Darren Klashovski

General Manager of Praxis Group

The lawyer provided us with clear, sound and prompt advice – a huge thank you, and happy to have an engaging law firm as easily accessible as Constructive Legal Solutions.

Jess Mitchell

HR Manager, InSight Systems


Frequently asked questions

Have questions? We are here to help.

For employers, there are significant financial impacts of having a sexual harassment claim made, such as lost productivity, increased staff turnover, reputational damage, litigation, and workers’ compensation. There are several steps that employers and Persons Controlling a Business or Undertaking can take to meet the positive duty requirements to help avoid sexual harassment in the workplace, including:

  • Implementing or updating policies and procedures
  • Providing formal training and education to employees and relevant parties
  • Conducting regular risk assessments
  • Having a clear and effective complaint-handling process
  • Promoting equality, respect, and dignity in the workplace
  • Addressing incidents of discrimination or harassment that are reported

We can provide support to ensure your business complies with the Respect at Work Act 2022 and Occupational Health and Safety Act 2004. Our services focus on ensuring employers comply with the new legislation by providing workplace training, policies and procedures and support with investigations and complaints. By working with us, business owners can have peace of mind that they are meeting their obligations and providing a safe and inclusive work environment for all employees and workers.

  • Inappropriate and unwelcome physical contact such as touching, hugging, kissing
  • Staring or leering
  • Intrusive questions about your private life or physical appearance
  • Suggestive comments or jokes
  • Unwanted invitations such as repeated invitations to go out on dates, requests for sex
  • Sexually explicit content such as emails, text messages, calls or online
  • Displaying images of a sexual nature around the workplace
  • Unnecessary familiarity such as deliberately brushing up against you

Employers should ensure reporting processes are documented and well understood throughout the organisation. The process should be actively promoted with managers (contact persons that receive reports) undertaking training on appropriate methods to support and address complainants.

Our team of specialists can provide formal training for managers to ensure your organisation is meeting positive duty requirements.