Valentine’s Day: No Love for Sexual Harassment

As Valentine’s Day approaches, conversations about romance, relationships, and workplace interactions naturally come up. But beyond the chocolates and flowers, it’s also a time to reflect on professional boundaries, workplace culture, and the legal responsibilities of employers in preventing sexual harassment.

While harassment isn’t limited to one day of the year, events like Valentine’s Day can highlight risks—from unwanted advances to blurred workplace relationships and social events where alcohol lowers inhibitions. The workplace must always be a space of respect, professionalism, and safety.

Why This Matters More Than Ever

Workplace sexual harassment remains a serious issue, yet many businesses are unprepared. Since late 2022, employers have a legal duty under the Sex Discrimination Act 1984 to proactively prevent harassment and gender-based violence—not just respond to complaints. Additionally, WHS laws require employers to identify and manage the risks associated with sexual harassment.

Despite these obligations, many workplaces fall short. 40% of leaders are unaware of their legal responsibilities, and only 76% know that workplace sexual harassment is illegal (Our Watch). Technology-facilitated harassment (WTFSH) is increasing, with AI-generated deepfake images, inappropriate messages, and cyberstalking becoming growing concerns (ANROWS). Work events, particularly those involving alcohol, pose additional risks, with 2 in 5 harassment incidents occurring at workplace functions (South Australia Equal Opportunity Commissioner).

A poor response doesn’t just create legal risks—it affects workplace culture and retention. 83% of women and 67% of men would consider leaving a job where harassment isn’t taken seriously (Our Watch).

Next Steps: Strengthening Workplace Protections

A Sexual Harassment Prevention Plan can be a valuable tool for identifying risks, implementing controls, and setting clear reporting and response procedures. While this will be mandatory for businesses operating in Queensland from 1 March 2025, organisations across Australia can benefit from adopting this structured approach to manage sexual harassment risks effectively.

Currently, WorkSafe QLD has not released a template for the Prevention Plan, but Risk Collective has developed a practical guide to help businesses navigate these requirements. (Disclaimer: This is a general guide and should be tailored to suit individual business needs and legal obligations.)

Download Risk Collective’s Sexual Harassment Prevention Plan Template