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
Employment Lawyer Read Bio
Naveen Raghavan
Employment Lawyer
Naveen Raghavan is a qualified non-practising lawyer and a Workplace Relations Advisor. He is passionate about employment law and industrial relations and his calm approach and ability to interpret complex matters allows him to achieve real solutions.
He has an extensive generalist background encompassing the areas of employment, civil, criminal, administrative and construction law. Naveen is also committed to social justice issues, having previously volunteered at the Flemington & Kensington Community Legal Centre, Refugee Legal and the Fitzroy Legal Service.
Marie Cocheril
Senior Commercial Lawyer Read Bio
Marie Cocheril
Senior Commercial Lawyer
Marie is a senior corporate and commercial lawyer. Marie has an LL.B (Hons) and an LL.M (Corporate & Commercial) and is also a graduate of the Australian Institute of Company Directors. Marie has strong leadership experience, having worked closely with CEOs, Boards, and stakeholders to provide legal & compliance advice, corporate governance, strategic development & mitigation of organisational risk advice.
She is a hands-on lawyer with experience in commercial contracts, intellectual property law, procurement, information technology, competition and consumer law, insurance, and privacy (including management of big data).
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
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.