University investigated over alleged psychosocial hazards during restructure
SafeWork NSW is investigating the University of Technology Sydney (UTS) in relation to its recent plan to restructure and cut jobs. An anonymous complaint to SafeWork claims that the restructure, and management’s alleged failure to consult staff, poses potential psychosocial risks in the workplace.
The complaint accuses UTS of ‘wilful and negligent mismanagement’ of the restructure process, ‘despite full knowledge that the process is causing significant psychological harm to staff, including documented instances of suicidal ideation, anxiety, and depression’.
SafeWork has demanded that UTS respond to questions and requests for documentation about its management of any psychosocial risks associated with the restructure, particularly regarding consultation and staff workloads.
This case is a timely reminder for employers to include psychosocial risk assessments in their change management and restructure planning. Overlooking this process can result in significant legal risk, as change may constitute a psychosocial hazard. Employers should identify these hazards through risk assessment protocols and addressing them appropriately.
Observers of workplace misconduct react as strongly as victims
New research has revealed that workplace mistreatment such as sexual harassment can have a strong impact on observers – even to the same extent as those directly involved.
These findings are significant in the context of studies that indicate 44% of people have observed workplace mistreatment. Effective responses from human resources should recognise that harm extends beyond the victim and offer adequate support to observers of workplace misconduct.
Additionally, frequent inappropriate behaviour at work can create a toxic workplace culture. This may result in employees feeling silenced or experiencing psychosocial hazards such as anxiety.
New guideline on LGBTIQA+ workplace inclusion
The Victorian Equal Opportunity and Human Rights Commission has released a new guideline on LGBTIQA+ inclusive workplaces. It provides information to employers who have a duty to eliminate workplace discrimination against LGBTIQA+ employees.
Under the Equal Opportunity Act 2010 (Vic) (Act), Victorian organisations have a positive duty to eliminate discrimination, sexual harassment, and victimisation as far as possible.
Although Victoria is the only state with a positive duty enshrined under state law, all employers across Australia must comply with a similar positive duty under the federal Sex Discrimination Act 1984 (Cth). The guideline sets out five minimum standards that employers must meet to comply with their positive duty under the Act:
- Knowledge and understanding of obligations and discrimination.
- Systems, policies and procedures to eliminate discrimination.
- Responding to complaints and reporting.
- Creating a culture of equality, safety and respect.
- Reviewing, evaluating and improving systems, policies and procedures regularly to eliminate discrimination.
The new guideline arrives amid increasing concerns about workplace safety and acceptance. The 2024 Australian Workplace Equality Index employee survey results showed LGBTIQA+ employees are less likely to be ‘out’ at work in 2025 than they were in 2022, with a decrease of 12.9% in people who are ‘out’ over four years.
75% of police compensation costs related to psychological injury
An auditor-general report has found that nearly 75% of NSW police compensation costs over a 5-year period were psychological injury claims. The force spent more than $1.7 billion on these claims between 2019 and 2024.
The report found that the force has not done enough to understand the ‘root causes’ of the psychological injuries and were thus not effectively preventing future psychological injuries.
Work related harassment and/or bullying was the fourth most prevalent category used by NSW police officers claiming psychological injuries. This was behind ‘other mental health stress factors’, ‘exposure to workplace violence’, and ‘work pressure’.
The report follows an investigation last year which exposed widespread allegations of a toxic culture at the NSW police force – including bullying, harassment, discrimination, and a lack of mental health support.
A review into NSW police culture remains underway with a report expected by the end of this year.
EEO Specialists works with organisations to enable safe and respectful workplaces. We offer a range of in-person workshops as well as online courses. If you would like to have a confidential discussion about workplace behaviour and compliance, please or email franca@equalopportunitytraining.com.au
Women in media disillusioned by general equality promises
The Women in Media Industry Insight Report 2025 found that most women working in the Australian media industry are unaware of how legislative and policy reforms on gender equity are being implemented or experienced within their workplaces.
Some key findings:
- 74% of women say their employer has not clearly communicated or taken action to address gender pay gaps despite public reporting obligations. Only 26% report seeing tangible steps.
- 78% say they’ve seen no change in how harassment, bullying or discrimination are handled in their workplace since the introduction of Respect@Work reforms. Only 20% observed some improvement.
Experts say that with international pushback on DEI gaining visibility, Australian media organisations should double down on their gender equality commitments.
Doctor struck off from profession for sexual harassment
A doctor in Sydney who admitted to sexually harassing three nurses while on night shift has been struck off from the profession. The inappropriate behaviour included comments about their physical appearance, unwanted physical contact, and questions about their personal lives.
In this case, the NSW Civil and Administrative Tribunal cancelled the doctor’s registration and banned him from applying for re-registration for 12 months, calling the conduct ‘an abuse of power’.
FWC dismisses application for stop-bullying order
The Fair Work Commission (FWC) recently dealt with an application for a stop-bullying order involving a general manager who sought protection from alleged bullying by his company’s sole director. However, the proceedings took a turn when the business was sold.
Under the Fair Work Act 2009, the FWC must satisfy three criteria before making a stop-bullying order:
- A worker must submit an application.
- The Commission must be satisfied that the worker has been bullied at work by an individual or group of individuals.
- The Commission must be satisfied that there is a risk that the worker will continue to be bullied at work.
Due to the impending sale of the business and termination of the employee, the FWC could not be satisfied that there was a risk that the worker would continue to be bullied at work by the director.
In dismissing the application, the FWC emphasised the forward-looking nature of anti-bullying orders under workplace legislation. Such orders are designed to prevent future bullying rather than provide retrospective judgments on past conduct.
Parliament member alleges workplace sexual harassment
A Sydney MP who is openly gay, has initiated proceedings in the NSW Civil and Administrative Tribunal. He alleges that public statements made by a former One Nation NSW leader constituted unlawful homosexual vilification and sexual harassment in the workplace.
The statements included a series of comments made on social media and subsequent interviews, where the One Nation leader accused the Sydney MP of engaging in ‘disgusting’ sexual activities. The latter’s team has explained that sexually harassment is not limited to unwanted sexual advances, but also covers other harassment based on a person’s sexuality.
The current proceedings are ongoing.
NSW government adds sexual harassment to RSA training
The NSW government has mandated that all hospitality staff and liquor licence holders receive specialised sexual harassment and sexual violence prevention training.
Approved training providers must now deliver all RSA courses using the updated materials as part of a broader strategy to improve workplace safety in the hospitality industry. Licensee training has been updated to reflect employers’ obligations under the federal government’s Respect@Work legislation, which requires businesses to take proactive steps to prevent workplace sexual harassment, including providing relevant education and training for all employees. The training now references workplace safety requirements for prevention of sexual harassment in addition to guidance on patron safety requirements.
Several recent reports and investigations have revealed poor workplace conditions experienced by those in the hospitality industry. It is therefore crucial that NSW employers abide by these training changes to ensure they comply with obligations under the legislation.