WA Launches New Workplace Mental Health and Suicide Prevention Funding

The WA Government has launched the Mental Health and Suicide Prevention Program Support Fund 2025-2029, reinforcing the growing regulatory focus on psychosocial hazards as a workplace safety issue. Administered by WorkSafe in partnership with the Mental Health Commission, the fund will distribute $3.39 million over four years to support suicide prevention initiatives in higher-risk industries, including construction and transport. WorkSafe has also released new guidance on the prevention and management of suicide and suicidal behaviour in work-related contexts.

Report Finds Widespread Workplace Discrimination Against Trans and Gender-Diverse Australians

The Australian Human Rights Commission’s Equal Identities report has found that trans and gender-diverse Australians face widespread discrimination across workplaces, education, healthcare, housing, and the justice system, with serious impacts on safety, dignity, and participation. The review draws on 97 submissions and research, highlighting consistent patterns of exclusion, harassment, and unequal treatment at work.

Among its 19 recommendations, the report calls for nationally consistent protections against vilification and violence, improved workplace policies and data collection, and structural reforms to ensure inclusive environments. The findings underscore the urgent need for workplaces to adopt clear policies, promote inclusion, and address systemic barriers to equality.

Older Workers Remain One of the Most Underused Talent Pools in Australia

New AHRI survey data suggests 70% of Australian employers are excluding candidates aged 55 and over, highlighting how common age-based assumptions remain in recruitment. At a time of persistent labour shortages, disregarding older workers is becoming harder to justify. The survey also found that many employers excluded candidates with long-term illnesses and mental illnesses.

International experience, particularly in Japan, shows that older employees can continue contributing meaningfully when workplaces are structured to retain them, with more than 25% aged 65+ still working. Australia’s situation contrasts with this – whilst the desire among older people to work is strong, structural barriers persist.

Australia Urged to Strengthen Workplace Safety Laws to Prevent Gendered Violence

A 2026 review by Safe Work Australia has highlighted that current workplace safety laws fail to address hazards disproportionately affecting women, including sexual harassment, bullying, and gendered violence. Stakeholders are calling for stronger regulations that treat harassment, discrimination, and victimisation as workplace hazards, rather than relying on complaints-based systems, which are underutilised.

Research shows women face double the risk of serious psychosocial harm, and behavioural hazards are often perpetrated by supervisors, with leadership imbalances contributing to systemic risk. Experts argue structural reforms – such as promoting gender equity in leadership – are essential, alongside regulatory changes. The Final Report of the Best Practice Review is due in August 2026, offering an opportunity for Australia to once again lead globally in workplace safety.

Boss to Pay $90K to Sexually Harassed Waitress Under New Laws

A Canberra cafe owner has been ordered to pay $90,000 after sexually harassing a 23-year-old waitress, marking the first ruling under the Albanese government’s 2023 sexual harassment laws in the Fair Work Act. The Federal Circuit Court awarded $50,000 in compensation for hurt and humiliation and $30,000 for underpayment breaches, and almost $10,000 in Fair Work penalties, reflecting the employee’s vulnerability as a young migrant. The employer admitted the claims in full and the cafe entered into liquidation the following week.

The court found that the employer deliberately leveraged his authority and the worker’s financial dependence for personal gratification, hugging, kissing, and coercing her with money while she washed dishes. This is an important case as it is the first to be decided under this new legal pathway, an alternative to traditional anti-discrimination provisions.

Australian Antarctic Division’s Cultural Reforms Show Progress, But Challenges Remain

Workplace reforms implemented by the Australian Antarctic Division after two reports revealed bullying, discrimination, and sexual harassment have delivered mixed results. A 2023 review prompted new governance structures, stronger policies, expanded reporting pathways, leadership development, and cultural training across the AAD’s four Antarctic stations and Macquarie Island.

A 2026 progress report shows improvements in leadership tone, governance, and openness to discussions about culture, but psychological safety remains uneven, trust is fragile, and harmful behaviours continue at some sites. Staff experiences of reform vary widely, with some seeing real change and others describing procedural improvements without lasting behavioural impact. Reporting of sexual harassment and bullying remains inconsistent, and accountability is uneven, leading to perceptions that some individuals can evade consequences.

Radio Presenter’s Dismissal Triggers $82 Million Workplace Rights Claim

A major Australian radio network is facing a $160 million legal battle after a former presenter claimed she was dismissed following a formal complaint about psychosocial health and safety concerns, including alleged bullying by a co-host. The complainant argues her dismissal was a direct response to raising these issues and that the network’s public statements about her departure were misleading.

She is seeking $82.25 million in compensation, plus penalties, interest, and costs, citing the exercise of a workplace right under the Fair Work Act. The network denies the allegations and will defend the claim, alongside a separate lawsuit from the co-host worth approximately $85 million. Court proceedings are expected to run for several days in June.

CPRA Report Exposes Discrimination and Inclusion Gaps in PR and Communications Sectors

A new report from Communication and Public Relations Australia highlights persistent discrimination and inclusion failures across the PR and communications sector, despite many workplaces presenting as psychologically safe and supportive.

The survey found that while most respondents felt comfortable raising diversity and inclusion concerns, only 21% said those concerns were met with a supportive response and clear action. At the same time, 62% reported personally experiencing discriminatory behaviour, and 81% had witnessed it, with microaggressions, stereotyping and unequal opportunities among the most common issues.