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14 December 2012Book page
2011 Freedom of religion and belief in 21st century Australia
2011 Freedom of religion and belief in 21st century Australia A research report prepared for the Australian Human Rights Commission By Professor Gary Bouma, Professor Desmond Cahill, Dr Hass Dellal, and Athalia Zwartz Download Report in Word [1.38 MB] Download Report in PDF [1.80 MB] For supplementary papers and other material from this project see the main project index page -
Legal
14 December 2012Webpagemelbourne trams exemption: submissions
The following documents are posted on this site for public information in the attached zip file of submissions. They are not documents of the Commission and should not be taken to represent the Commission's views. The proposal these submissions comment on is contained in the application document. -
Employers18 February 2015Quick Guide
Jewellery
Organisations often have rules regarding the appearance of their employees in the workplace. Employers should ensure that any proposed rules that allow or prohibit jewellery to be worn in the workplace do not amount to discrimination. Rules about wearing jewellery could amount to discrimination if they impose different requirements for different groups of people, such as men and women… -
Employers19 February 2015Quick Guide
Work-related events
An employer can be liable for acts of discrimination or harassment, including sexual harassment, that occur in the workplace or in connection with a person’s employment. This is called ‘vicarious liability’. It means that employers can be liable for acts by their employees that occur at work-related events, such as conferences, training workshops, business trips and work-related social… -
14 December 2012Book page
Social Justice Report 2001: Letter
The report is provided in accordance with section 46C of the Human Rights and Equal Opportunity Commission Act 1986, which provides that the Aboriginal and Torres Strait Islander Social Justice Commissioner is to submit a report regarding the enjoyment and exercise of human rights by Aboriginal persons and Torres Strait Islanders, and including recommendations as to the action that should be… -
14 December 2012Book page
Annual Report 1999-2000: Appendix 5
*When complaints under the Racial, Sex & Disability Discrimination Acts are terminated, the complainant may apply to have the allegations heard and determined by the Federal Court. -
Legal
14 December 2012Publication
Review of the Federal Unlawful Discrimination Jurisdiction
Change and Continuity: Review of the Federal Unlawful Discrimination Jurisdiction September 2000 - September 2002 This review was prepared following legislative changes affecting the enforceability of decisions made under federal discrimination law. Click on the links below to access: "Change and Continuity: Review of Federal Unlawful Discrimination Legislation" in PDF format "Change and -
17 September 2013Book page
Our work plan for 2013-14
Freedom from violence, harassment and bullying Violence, harassment and bullying profoundly affect the lives of thousands of people living in Australia. Discrimination and breaches of human rights can often be both a contributing factor and a consequence of such acts. The Commission has prioritised work on violence, harassment and bullying since 2010 and will continue to do so for the coming… -
Employers19 February 2015Quick Guide
Vision Impairment
A guide for employers to support employees with vision impairments in the workplace. -
Commission – General
29 August 2013WebpageHome
The Declaration on the Rights of Indigenous Peoples (the Declaration) affirms the minimum standards for the survival, dignity, security and well-being of Indigenous peoples worldwide and enshrines Indigenous peoples’ right to be different. The Declaration was adopted by the General Assembly of the United Nations in September 2007. This was the culmination of more than 20 years of negotiation… -
Employers18 February 2015Quick Guide
Indirect Discrimination
Indirect discrimination occurs when a seemingly neutral rule or policy disproportionately affects people with specific attributes (e.g. sex, disability). It’s unlawful if based on protected characteristics. -
14 December 2012Book page
HREOC - Annual Report 2001 - 2002: Appendix 4: The complaint handling process
* When complaints under the Racial, Sex and Disability Discrimination Acts are terminated, the complainant may apply to have the allegations heard and determined by the Federal Court or the Federal Magistrates Service. -
Employers18 February 2015Quick Guide
Identified Positions
Identified positions are positions where an employer may identify that a position is to be filled only by a person with a particular attribute. This might mean an Aboriginal or Torres Strait Islander applicant, a person with a disability, a person of a particular sex or a person of a particular age. Identified positions help people who experience disadvantage to access equal opportunity in … -
Sex Discrimination
28 February 2013WebpageGuides
Access comprehensive guides on sex discrimination laws and rights in Australia, empowering equality and justice for all genders. -
14 December 2012Book page
Annual Report 2001-2002: Appendix 5
* When complaints under the Racial, Sex & Disability Discrimination Acts are terminated, the complainant may apply to have the allegations heard and determined by the Federal Court or the Federal Magistrates Service. ** Complaints under the Human Rights & Equal Opportunity Commission Act concerning discrimination in employment or a breach of human rights, which cannot be conciliated,… -
Legal
14 December 2012Webpage
Federal Discrimination Law: Update Information for 12 January 2009
Update Information 1 May 2009 Back to index This table lists changes to FDL Online to assist regular users keep track of developments in the law. Updated section(s) of FDL Online Case name Chapter 5: The Disability Discrimination Act 5.1.2: Limited application provisions and constitutionality Australia ratified the United Nations Convention on the Rights of Persons with Disabilities … -
Rights and Freedoms
11 June 2013WebpageAustralia's 1st National Human Rights Action Plan (1994)
In 1994 Australia was the first nation in the world to provide a National Action Plan on Human Rights. This Plan is now difficult to find on Australian Government or United Nations sites and so it is attached here in MS Word and PDF formats for convenient access together with a 1995 update. Australia: Initial Human Rights Action Plan (Word) or PDF 1995 update (Word) or PDF -
4 April 2016Webpage
Domestic Violence and the Workplace: Employee, employer and union resources (2012)
2012 This information is designed to assist workplaces and unions to introduce domestic violence workplace entitlements in an informed and supportive environment. The information provided was designed to be used in conjunction with training delivered by the Domestic Violence Workplace Rights and Entitlements Project. For the full package please see: http://www.csu.edu.au/division/hr/equity … -
Children's Rights
1 December 2016PublicationWhat does the Children's Rights Report 2016 say?
Every year, the National Children's Commissioner provides a child-friendly version of her Children’s Rights Report. This is the child friendly version of the 2016 report, which looked into the Optional Protocol to the Convention against Torture (OPCAT) in the context of children and young people detained in youth justice centres or adult facilities. -
Employers18 February 2015Quick Guide
Harassment
Harassment can be against the law when a person is treated less favourably on the basis of certain personal characteristics, such as race, sex, pregnancy, marital status, breastfeeding, age, disability, sexual orientation, gender identity or intersex status. Some limited exemptions and exceptions apply. Harassment can include behaviour such as: telling insulting jokes about particular racial…