As part of this focus, the AHRC is reviewing how organisations are proactively meeting their Positive Duty obligations under the Sex Discrimination Act, specifically, whether they are taking reasonable and proportionate steps to eliminate:

– Sexual harassment

– Sexist behaviour

– Sex discrimination

– Victimisation connected to work

This initiative reflects the AHRC’s broader effort to address industries where there is a higher potential for work-related sexual harassment and misconduct. The Commission has also emphasised that it will be assessing how prevention and response measures are being applied in practice, not just on paper.

We’re working with many clients in the retail and hospitality sectors to ensure they’re well prepared. For organisations that haven’t yet begun this work, now is the time to act. Embedding effective frameworks and building leadership capability takes time, and proactive preparation will help demonstrate a genuine commitment to a safe and respectful workplace.

Why this matters

The retail, accommodation and food services industries are among Australia’s largest employers and workplaces where employees and customers interact daily. These environments can present unique risks and challenges when it comes to managing conduct, setting expectations, and ensuring all workers are safe and respected.

The AHRC’s focus signals a clear expectation: that businesses must take practical, proportionate steps to prevent unlawful conduct before it occurs, not just respond after the fact. Demonstrating leadership in this space isn’t just about compliance, it also builds trust, supports employee wellbeing, and strengthens reputation.

How we’re helping organisations get ahead

We’re already supporting clients across retail and hospitality to strengthen their approach and meet Positive Duty obligations by:

– Reviewing workplace policies and procedures to ensure alignment with current legal and regulatory standards

– Delivering targeted training for managers, supervisors and staff on preventing and responding to inappropriate behaviour

– Conducting culture reviews and psychosocial risk assessments to identify and address potential issues early

– Establishing clear reporting pathways and support systems for employees

– Equipping leaders with the confidence and capability to handle complaints promptly and appropriately

These steps help create a workplace culture where respectful behaviour is the norm and where risks are managed effectively.

Now’s the time to act

With the AHRC’s compliance focus underway, employers in the retail and hospitality sectors should take the opportunity to review how their current approach measures up.

Whether that means assessing your existing policies, updating training programs, or undertaking a culture review, proactive action now will put your organisation in a stronger position when the AHRC begins its reviews.

If you’d like to understand where your organisation stands and what practical steps to take next, our team can help review your current framework and map out a clear plan forward.

If your organisation would like guidance on meeting Positive Duty obligations or preparing for the AHRC’s compliance focus, our team can help. We work with businesses across Australia to build practical, compliant, and respectful workplaces that support their people.