Search results

It is against the law to discriminate against a woman because she is pregnant or might become pregnant. Pregnancy discrimination happens when a woman is treated less favourably than another person because she is pregnant or because she may become pregnant. It is also discrimination when there is an unreasonable requirement or practice that is the same for everyone but has an unfair effect on ...

Asking applicants certain questions in a job interview may disadvantage some people and could amount to discrimination. Employers are required by law to avoid discrimination when recruiting staff. Employers should not seek unnecessary and potentially discriminatory information from applicants when they develop selection criteria or prepare interview questions. It could be discrimination if ...

Some people with disabilities may face barriers at work because of some feature of their work situation which could readily be altered. Making these changes is commonly referred to as ‘reasonable adjustments’. Employers can be required by law to make reasonable adjustments to the workplace. Failure to do so may be discrimination. Adjustments should respond to the particular needs of the worker ...

Every organisation aims to recruit the best person for the job. That’s why it is important to be able to select from the widest possible range of applicants. Recruitment processes that are discriminatory reduce an employer’s opportunity to find the best person for the job. Employers who are recruiting staff should be aware of their responsibilities under federal anti-discrimination laws. These ...

Discrimination in employment on the basis of religion occurs when someone does not experience equality of opportunity in employment because of their religion. This may include being refused a job, being dismissed from employment, being denied training opportunities or being harassed at work. Discrimination on the basis of religion alone is not unlawful under federal anti-discrimination law ...

Sexual harassment is any unwanted or unwelcome sexual behaviour where a reasonable person would have anticipated the possibility that the person harassed would feel offended, humiliated or intimidated. It has nothing to do with mutual attraction or consensual behaviour. Examples of sexual harassment include: staring, leering or unwelcome touching suggestive comments or jokes unwanted invitations ...

Social media postings can be against the law if they discriminate against, harass, bully or racially vilify a person. Discrimination occurs when a person is treated less favourably than another person because of a particular attribute they have. Harassment or bullying can amount to discrimination in some circumstances. Inappropriate posts, comments or content shared on social media can amount to ...

Special measures aim to foster greater equality by supporting groups of people who face, or have faced, entrenched discrimination so they can have similar access to opportunities as others in the community. Special measures are sometimes described as acts of ‘positive discrimination’ or ‘affirmative action’. They are allowed under federal anti-discrimination laws. The Sex Discrimination Act allows ...

Employers will sometimes set rules regarding the appearance of their employees in the workplace. However, it is important to ensure that any proposed rules that affect people with tattoos do not amount to discrimination. Discrimination is against the law when people are treated unfairly because of a personal attribute that is protected by law, including race, sex and gender identity ...

It can be discrimination when a person does not experience equal opportunity in employment because of his or her activity in a trade union. This includes being refused a job or dismissed from a job, being refused a promotion, transfer or other benefit associated with employment, given unfair terms or conditions of employment, being refused training opportunities, being refused flexible work ...

Training for both employers and employees is a key aspect of preventing discrimination and harassment in the workplace. Organisations and employers can undertake training to better understand how they can prevent discrimination and harassment in their workplace. They can also provide training for staff on their rights and responsibilities regarding discrimination and harassment in the workplace ...

People who are transgender are protected from discrimination by law. The Sex Discrimination Act makes it unlawful to treat a person less favourably than another person in a similar situation because of the gender-related identity, appearance, mannerisms or other gender-related characteristics of the person. Example: A shop assistant refused to serve a person who identifies and presents as a woman ...

Employers can be held legally responsible for acts of discrimination or harassment that occur in the workplace or in connection with a person’s employment. This is known as ‘vicarious liability.’ For example, employers can be held vicariously liable for discrimination and harassment that occurs at: employer-sponsored events, such as seminars, conferences and training workshops work-related social ...

A guide for employers to support employees with vision impairments in the workplace.

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 events ...

Offering employees flexible working hours, like other flexible work arrangements, is a way to create a productive workplace that is free of discrimination. In some circumstances, a rule that requires all employees to work certain hours can be indirect discrimination as it may have an unfair effect on some groups of people, such as people with disabilities, women who are pregnant or breastfeeding ...