Managing Sexual Harassment and Psychosocial Hazards at Work
Wednesday, 6 August 2025, 12.30PM-1.30PM, Perth CBD
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Date: Wednesday, 6 August 2025
Time: 12.30PM-1.30PM (12.15PM arrival)
Venue: Boardroom, Ground Floor , 182 St Georges Terrace, Perth
In November 2024 and March 2025, the government published two Codes of Practice which shed light on the actions required of all employers to meet their obligations in managing sexual harassment and psychological hazards in the workplace – actions which may seem onerous but are now effectively unavoidable.
Unsurprisingly, many clients reported that last year saw them spending some time responding to the volume of Fair Work Act reforms between 2023-2024, only to now find more developments slated for 2025. This is generating a commercial drive to procure legal support, so clients can understand and readily respond to the fair work reforms before issues surface.
Addressing these changes is already complex because of the crossover between employers’ fair work obligations and their safety obligations as a “PCBU” under the somewhat ‘old hat’ Work Health & Safety Act 2020 (WA) reforms – notably the positive duty to take reasonable measures to prevent sexual harassment, and the concept that “psychological hazards” can now constitute an “injury” under the WHS Act.
Although the Codes don’t impose legal requirements on PCBUs and employers, the new Codes provide a concrete guide for safety and fair work regulators to show the actions employers can reasonably to manage and address workplace issues such as bullying, workloads, workplace support, and preventing sexual harassment, if called into question.
Our one-hour seminar is therefore specifically suited to business owners and HR/line managers, covering the following new Codes of Practice:
• Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025
• Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024
The session will also include a live Q&A where attendees can ask our speaker any employment law-related questions, making this an essential conversation for anyone responsible for people, pay, and compliance in 2025.
Time: 12.30PM-1.30PM (12.15PM arrival)
Venue: Boardroom, Ground Floor , 182 St Georges Terrace, Perth
In November 2024 and March 2025, the government published two Codes of Practice which shed light on the actions required of all employers to meet their obligations in managing sexual harassment and psychological hazards in the workplace – actions which may seem onerous but are now effectively unavoidable.
Unsurprisingly, many clients reported that last year saw them spending some time responding to the volume of Fair Work Act reforms between 2023-2024, only to now find more developments slated for 2025. This is generating a commercial drive to procure legal support, so clients can understand and readily respond to the fair work reforms before issues surface.
Addressing these changes is already complex because of the crossover between employers’ fair work obligations and their safety obligations as a “PCBU” under the somewhat ‘old hat’ Work Health & Safety Act 2020 (WA) reforms – notably the positive duty to take reasonable measures to prevent sexual harassment, and the concept that “psychological hazards” can now constitute an “injury” under the WHS Act.
Although the Codes don’t impose legal requirements on PCBUs and employers, the new Codes provide a concrete guide for safety and fair work regulators to show the actions employers can reasonably to manage and address workplace issues such as bullying, workloads, workplace support, and preventing sexual harassment, if called into question.
Our one-hour seminar is therefore specifically suited to business owners and HR/line managers, covering the following new Codes of Practice:
• Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025
• Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024
The session will also include a live Q&A where attendees can ask our speaker any employment law-related questions, making this an essential conversation for anyone responsible for people, pay, and compliance in 2025.
A quick shout out to our planet partners, CarbonInvoice. CarbonInvoice helps people2people measure and mitigate any carbon emissions associated with the work we do. Learn more here.
About Julie Panotidis
A practising workplace legal and HR advisor, Julie is a highly experienced human resources consultant and manager. With a professional services career spanning more than 20 years, Julie's diverse role with Neuplan covers human resources and talent management, legal workplace and employee relations, recruitment, and general business development advice.
In 2019, joining Neuplan, a specialist Project & Construction Management Company, and becoming an Associate Director there in 2023, Julie jointly established JPlanHR with Neuplan in January 2025 – a multi-disciplined, registered legal practice specialising in Workplace Legal & HR Advisory Services.
In 2019, joining Neuplan, a specialist Project & Construction Management Company, and becoming an Associate Director there in 2023, Julie jointly established JPlanHR with Neuplan in January 2025 – a multi-disciplined, registered legal practice specialising in Workplace Legal & HR Advisory Services.
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