[{"data":1,"prerenderedAt":878},["ShallowReactive",2],{"nz-slugs-manifest":3,"au-article-au-national-higher-education-code-gbv":62,"au-block-articles-related-au-national-higher-education-code-gbv":233},{"article":4,"policy":30,"webinar":36,"alternative":45,"features":47,"use-cases":48,"solutions":55},[5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20,21,22,23,22,24,25,26,27,28,29],"cybersecurity-culture","signs-of-a-toxic-workplace","anonymous-reporting-for-schools","iso-37002","anonymous-employee-feedback","shirli-kirschner-game-changers","employee-engagement-survey-questions","dealing-with-workplace-misconduct","whistleblowing-software","what-is-unlawful-victimisation-in-the-workplace","respect-in-the-workplace","bystander-effect-in-the-workplace","person-centred-and-trauma-informed-approach","combating-virtual-harassment-in-remote-work","understanding-and-preventing-workplace-bullying","anonymous-reporting-advantages-disadvantages","culture-audit-guide","serious-misconduct","what-is-whistleblowing","psychologically-safe-workplace","mentally-healthy-workplace","case-management-software","nz-protected-disclosures-act-2022","nz-hsw-act-psychosocial","nz-privacy-act-2020-anonymous-reporting",[31,32,33,34,35],"cookies","privacy","anti-modern-slavery","terms","whistleblowing",[37,38,39,40,41,42,43,44],"psychosocial-safety-construction-and-mining","new-world-of-work","2024-august-live-demonstration-of-the-elker-platform","psychosocial-risks-leadership-and-tools","safety-culture-and-transformation-hospitality","addressing-psychosocial-issues-at-work-webinar","finishing-safe-between-now-and-january-webinar","dealing-with-sensitive-information",[46],"eqs-integrity-line-alternative",[],[49,50,51,52,53,54],"aged-care-disability-services","schools","peak-bodies","businesses","government","universities",[56,57,58,59,60,61,26],"speak-up-platform","anonymous-suggestion-box","workplace-investigation-software","whistleblowing-platform","whistleblowing-hotline","psychosocial-hazard-management",[63],{"id":64,"status":65,"date_updated":66,"title":67,"slug":68,"subtitle":69,"date":70,"locale":71,"suppress_legal_disclaimer":73,"dynamic":74,"categories":198,"image":207,"seo":213,"author_id":217,"reviewer_id":224},57,"published","2026-04-22T11:36:37.420Z","The National Higher Education Code on gender-based violence: what Australian universities must do by 2026","au-national-higher-education-code-gbv","From 1 January 2026, every Australian university must meet seven legally enforceable standards on preventing and responding to gender-based violence. Here is what the National Code requires, who enforces it, and how to get your reporting and response systems ready.","2026-03-20",[72],"au",false,[75,81,86,90,94,98,102,106,110,114,118,122,127,193],{"collection":76,"item":77},"content",{"id":78,"content":79,"highlight":73,"variant":80},367,"\u003Cp>Australian higher education has had a decade of reviews, surveys, and voluntary commitments on sexual violence and harassment. From 1 January 2026, it has a law. The National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 (F2025L01251) is a legislative instrument made under section 15 of the Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Act 2025 (Cth) (No. 34, 2025). It sets seven enforceable standards that every Table A and Table B provider must meet, gives the Secretary of the Department of Education regulator powers, and exposes providers that fail to comply to a civil penalty of up to 200 penalty units per contravention under section 20 of the Act, which at the current penalty unit value of A$330 works out to A$66,000 per contravention. All other TEQSA-registered higher education providers join the regime on 1 January 2027.\u003C/p>\n\u003Cp>If you work in governance, student safety, HR, legal, risk, or residential life at an Australian university, the Code changes how you have to operate. This article walks through what it requires, how it interacts with the National Student Ombudsman, and what the practical compliance steps look like. It is written as a guide for employers rather than as legal advice, and some specifics are flagged for your legal team to verify before you rely on them.\u003C/p>",null,{"collection":76,"item":82},{"id":83,"content":84,"highlight":73,"variant":85},368,"\u003Ch2>TL;DR\u003C/h2>\n\u003Cul>\n\u003Cli>The National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 was registered on 17 October 2025 and commences on 1 January 2026 for Table A and Table B providers (Australia's public universities and a small group of private universities). All other TEQSA-registered providers are covered from 1 January 2027.\u003C/li>\n\u003Cli>The Code sets seven legally enforceable standards covering leadership accountability, safe environments, training, person-centred response, reporting and investigation processes, data, and student accommodation.\u003C/li>\n\u003Cli>Providers must design their procedures so that formal reports are finalised within 45 business days (including the disciplinary process) and appeals within 20 business days. Extensions are only permitted where the Higher Education Principal Executive Officer is satisfied they are required in the particular context. Providers must offer multiple reporting channels including in-person, email, phone, and online, and must allow disclosures and formal reports to be made anonymously.\u003C/li>\n\u003Cli>The Code draws a clear line between a \u003Cstrong>disclosure\u003C/strong> (telling the provider what happened, usually to access support) and a \u003Cstrong>formal report\u003C/strong> (asking the provider to start an investigation). Support under Standard 4 cannot be conditional on the person making a formal report.\u003C/li>\n\u003Cli>The Secretary of the Department of Education is the regulator. Enforcement tools include compliance notices, infringement notices, enforceable undertakings, injunctions, and a civil penalty of up to 200 penalty units per contravention under section 20 of the Act, currently A$66,000. Civil penalties, compliance notices, and Regulatory Powers Act enforcement apply to Table A and Table B providers from 1 January 2026 onwards, consistent with section 46 of the Act.\u003C/li>\n\u003Cli>Compliance with the Code is a condition of funding under the Higher Education Support Act 2003 (Cth). Non-compliance can affect a provider's approval, including suspension or revocation.\u003C/li>\n\u003Cli>The Code sits alongside the National Student Ombudsman, which commenced on 1 February 2025 with Royal-Commission-style powers to investigate student complaints, including complaints about how a provider has handled a gender-based violence disclosure.\u003C/li>\n\u003C/ul>","tldr",{"collection":76,"item":87},{"id":88,"content":89,"highlight":73,"variant":80},369,"\u003Ch2>Why this Code exists\u003C/h2>\n\u003Cp>The background is hard to ignore. The 2021 National Student Safety Survey, run by Universities Australia and the Social Research Centre with 43,819 respondents from 38 universities, found that 4.5% of Australian university students had been sexually assaulted in a university context since they started their studies (around 1 in 20), and 16.1% had been sexually harassed in a university context since they started (around 1 in 6). Women, trans and non-binary students, students with disability, and students of diverse sexual orientation were disproportionately affected. The 2023 National Tertiary Education Union survey of tertiary-sector workers found that 29% of respondents had personally experienced \u003Ca href=\"/articles/5-risk-factors-for-sexual-harassment-in-the-workplace\">sexual harassment at work\u003C/a>, up from 19% in a comparable 2018 survey, with 38% of women reporting a personal experience. A 2024 review by the Australian Human Rights Institute at UNSW found that university responses to disclosures remained inconsistent, under-resourced, and often retraumatising for the people who reported.\u003C/p>\n\u003Cp>The reporting gap is part of the picture. The 2021 Survey found that only 3.0% of students who had been sexually harassed and 5.6% of those who had been sexually assaulted in a university context made a formal report to their provider. Around one in two students who responded said they knew little or nothing about their university's reporting or complaint processes. A system that depends on a formal complaint, inside a structure most users find inaccessible or unsafe, leaves most harm unaddressed. The Code is designed to close that gap on both ends: raise the quality of response so people are more willing to use it, and require the provider to act on prevention and disclosure signals before a formal report ever arrives.\u003C/p>\n\u003Cp>The 2024 Australian Universities Accord final report recommended a binding national code. In February 2025 the Minister for Education introduced the Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Bill. It passed Parliament in August 2025 and received Royal Assent the same month. On 17 October 2025, the Code itself was registered as a legislative instrument. For the first time in Australian higher education, prevention and response to gender-based violence carries the force of Commonwealth law, backed by civil penalties and funding conditions, rather than sitting with sector covenants and voluntary commitments.\u003C/p>\n\u003Cp>Two other reforms matter because they sit alongside the Code:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>The National Student Ombudsman\u003C/strong>, which opened on 1 February 2025 with powers modelled on a Royal Commission. It takes student complaints about registered higher education providers, including complaints about a provider's handling of sexual violence, and can require documents and compel answers. In its first six months of operation the Ombudsman received around 2,200 contacts and opened roughly 1,800 formal complaints, with gender-based violence making up about 5% of complaint volume.\u003C/li>\n\u003Cli>\u003Cstrong>The Respect at Work reforms\u003C/strong> to the Sex Discrimination Act 1984 (Cth), which imposed a \u003Ca href=\"/articles/7-standards-positive-duty-sex-discrimination-act\">positive duty\u003C/a> on all employers (including universities as employers of staff) to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment, and sex-based harassment. The Australian Human Rights Commission has had enforcement powers in this area since December 2023.\u003C/li>\n\u003C/ul>\n\u003Cp>A university dealing with a single incident of sexual assault on campus today is operating inside three overlapping regulatory frameworks at once: the National Code (as a higher education provider), the Sex Discrimination Act positive duty (as an employer), and potentially the Respect at Work framework and the Fair Work Act (for staff-on-staff or staff-on-student conduct). The National Code is the newest of the three, and the one most specifically designed for the higher education context.\u003C/p>",{"collection":76,"item":91},{"id":92,"content":93,"highlight":73,"variant":80},370,"\u003Ch2>Who the Code applies to\u003C/h2>\n\u003Cp>The Code applies to \"registered higher education providers\" under the Tertiary Education Quality and Standards Agency Act 2011 (Cth), phased in over two commencement dates:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>1 January 2026\u003C/strong> for Table A and Table B providers under the Higher Education Support Act 2003 (Cth). Table A is Australia's public universities (the 37 publicly funded universities) and Table B is a small group of private universities such as Bond and Torrens. Together these providers educate the vast majority of Australian and international students in the sector.\u003C/li>\n\u003Cli>\u003Cstrong>1 January 2027\u003C/strong> for all other TEQSA-registered higher education providers. This includes independent private higher education providers, industry-based higher education providers, and overseas universities with Australian campuses that are not on Table A or Table B.\u003C/li>\n\u003C/ul>\n\u003Cp>The Code applies to the provider's whole community. That means domestic and international students, staff (academic, professional, casual, and contractors where the provider exercises control), higher degree research candidates, visitors to campus, and the provider's online and distance learners. It also explicitly reaches into student accommodation, whether the accommodation is owned by the provider, leased by the provider, run by an affiliated college, or privately operated but marketed on the provider's website as recommended student housing.\u003C/p>",{"collection":76,"item":95},{"id":96,"content":97,"highlight":73,"variant":80},371,"\u003Ch2>What \"gender-based violence\" means under the Code\u003C/h2>\n\u003Cp>The Code defines \"Gender-based Violence\" in its Definitions section as:\u003C/p>\n\u003Cblockquote>\u003Cp>\"Any form of physical or non-physical violence, harassment, abuse or threats, based on gender, that results in, or is likely to result in, harm, coercion, control, fear or deprivation of liberty or autonomy.\"\u003C/p>\u003C/blockquote>\n\u003Cp>The definition is deliberately broad and aligns with the National Plan to End Violence Against Women and Children 2022 to 2032. The Department of Education's public guidance indicates that gender-based violence under the Code includes:\u003C/p>\n\u003Cul>\n\u003Cli>Sexual assault and sexual harassment\u003C/li>\n\u003Cli>Domestic and family violence, including intimate partner violence\u003C/li>\n\u003Cli>Stalking, including cyber stalking\u003C/li>\n\u003Cli>Image-based abuse, including non-consensual sharing of intimate images\u003C/li>\n\u003Cli>Coercive control\u003C/li>\n\u003Cli>Sex-based harassment that falls short of the threshold for sexual harassment under the Sex Discrimination Act\u003C/li>\n\u003Cli>Harassment directed at people because of their gender identity or sexual orientation\u003C/li>\n\u003Cli>Technology-facilitated abuse\u003C/li>\n\u003Cli>Forced marriage and other forms of modern slavery with a gendered dimension\u003C/li>\n\u003C/ul>\n\u003Cp>The definition is wider than the Sex Discrimination Act test for sexual harassment. Providers should design their prevention and response systems against the Code's definition so that behaviour sitting below the statutory threshold still triggers a response. Under paragraph 2.3(c), every provider's Policy on preventing and responding to Gender-based Violence must adopt the Code definition, so individual universities cannot quietly narrow it.\u003C/p>",{"collection":76,"item":99},{"id":100,"content":101,"highlight":73,"variant":80},372,"\u003Ch2>The seven standards\u003C/h2>\n\u003Cp>Each standard is legally enforceable in its own right. A breach of any standard is a breach of the Code, and the Secretary can take action against any provider that fails to meet any standard.\u003C/p>\n\u003Ch3>Standard 1: Accountable leadership and governance\u003C/h3>\n\u003Cp>Under paragraph 1.1, the provider's \"Higher Education Principal Executive Officer\" (the HEPEO, typically the Vice-Chancellor or equivalent chief executive, as defined by reference to the Ombudsman Act 1976 (Cth)) is accountable for compliance with the Code. Paragraph 1.2 requires the governing body (University Council, Senate, or Board) or a subcommittee reporting directly to it to include members with expertise in student and staff safety and wellbeing.\u003C/p>\n\u003Cp>Paragraph 1.4 requires the HEPEO to prepare, implement, and publish on the provider's website a \"Whole-of-Organisation Prevention and Response Plan\". The Plan must include a whole-of-organisation assessment identifying systemic risks, enablers, and barriers; a gender equality action plan (which the Secretary may prescribe the form of); and a systemic review and analysis of the provider's responses to disclosures and formal reports. It must reflect the experience of groups disproportionately affected by gender-based violence, including women, First Nations people, culturally and linguistically diverse communities, people with disability, and people of diverse sexual orientation and gender identity. It must be developed through engagement with students and staff, including those who have experienced gender-based violence. It must be endorsed by the Governing Body.\u003C/p>\n\u003Cp>Paragraph 1.9 then requires the provider to report to the Governing Body at least every six months against the Plan's outcomes framework, with de-identified incident data. Paragraph 1.10 adds a biennial written HEPEO report to the Secretary commencing after the Initial Reporting Date (1 January 2026 for Table A/B providers).\u003C/p>\n\u003Cp>The Plan has to function as a governance instrument. It names accountabilities, sets out how the provider will measure change, and is reviewed on the cadence set in paragraph 1.11. A communications document that sits on a website and is never revisited will fall short of the standard.\u003C/p>\n\u003Ch3>Standard 2: Safe environments and systems\u003C/h3>\n\u003Cp>Standard 2 is about the upstream work: preventing harm by designing it out of the institution's systems. Specific requirements include:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Working with Children Checks.\u003C/strong> Paragraph 2.1(a) requires providers to ensure staff comply with the Working with Children Check regime in their governing State or Territory.\u003C/li>\n\u003Cli>\u003Cstrong>Pre-employment declarations.\u003C/strong> Paragraph 2.1(b) requires providers, as part of the engagement process, to ask prospective employees and Governing Body members to declare whether they have been investigated for an allegation of gender-based violence, or determined to have engaged in conduct that constitutes gender-based violence, during previous employment or in a legal process. The provider must then take the declaration and any risks arising from it into account when deciding suitability for the position (paragraph 2.1(c)).\u003C/li>\n\u003Cli>\u003Cstrong>Management of personal relationships.\u003C/strong> Paragraph 2.2 requires employees to declare any existing or previous intimate personal relationship with another employee where one has supervisory, oversight, or decision-making responsibilities over the other, or with a student where the employee has academic or other decision-making responsibilities in relation to that student. Where a declaration is made, the provider must implement a conflict-of-interest management plan that includes permanent alternative teaching, research, or working arrangements.\u003C/li>\n\u003Cli>\u003Cstrong>Alternative arrangements on disclosure.\u003C/strong> Under paragraph 2.1(f), when a student or staff member alleges they have experienced gender-based violence, the provider must make alternative teaching, research, supervision, employment, or living arrangements as necessary to ensure their safety.\u003C/li>\n\u003Cli>\u003Cstrong>Scope of the Policy.\u003C/strong> Paragraph 2.4 requires the provider's Policy to apply not only to students, leadership, and staff but also to Affiliated Organisations and to entities conducting activities on behalf of the provider, including businesses that operate on, use, or lease the provider's land and facilities.\u003C/li>\n\u003Cli>\u003Cstrong>Restrictions on non-disclosure agreements.\u003C/strong> Paragraph 2.8 prohibits the use of a non-disclosure agreement by the provider unless requested by the discloser. Even where requested, the agreement cannot stop the discloser from sharing their experience for the purpose of seeking support or advice, nor prevent the provider from complying with its reporting obligations under the Code. Settlement terms cannot include a non-disparagement clause that has the effect of requiring the discloser to keep their experience of gender-based violence confidential.\u003C/li>\n\u003Cli>\u003Cstrong>National Student Ombudsman recommendations.\u003C/strong> Paragraph 2.9 requires the provider to implement any recommendations the National Student Ombudsman directs to it in relation to gender-based violence.\u003C/li>\n\u003C/ul>\n\u003Ch3>Standard 3: Knowledge and capability\u003C/h3>\n\u003Cp>Every student and every staff member must receive ongoing, evidence-informed education on preventing gender-based violence. The word \"evidence-informed\" is important. Generic e-learning modules that have not been evaluated for effectiveness will not satisfy the standard.\u003C/p>\n\u003Cp>People who are likely to receive disclosures (residential advisors, supervisors, student services staff, first-line managers, academic advisors, HR business partners) must receive specialist annual training on trauma-informed response, confidentiality, the reporting pathway, and their obligations under the Code. The provider has to monitor and evaluate the effectiveness of the training and adjust it based on what the evaluation shows.\u003C/p>\n\u003Ch3>Standard 4: Safety and support\u003C/h3>\n\u003Cp>Responses to disclosures and formal reports must be trauma-informed and person-centred. In practical terms that means:\u003C/p>\n\u003Cul>\n\u003Cli>Paragraph 4.4 requires a risk assessment in response to every disclosure and every formal report, with ongoing management and monitoring of identified risks.\u003C/li>\n\u003Cli>Paragraph 4.6 requires the provider to assign staff with relevant expertise to develop a tailored support plan collaboratively with the discloser, covering safety measures, urgent access to an Accredited Specialist (a registered psychologist, social worker, or counsellor with trauma-informed training and cultural competency), academic or work adjustments, and discussion of the investigation and disciplinary process if the discloser wants it.\u003C/li>\n\u003Cli>Paragraph 4.7 requires a parallel, tailored support plan for the respondent, including access to support services, an Accredited Specialist, and academic or work adjustments, developed without compromising the safety of the discloser.\u003C/li>\n\u003Cli>Paragraph 4.8 requires the provider to prohibit the same staff member from being assigned to support both the discloser and the respondent.\u003C/li>\n\u003Cli>Where accommodation-related disclosures are in scope, Standard 7 (paragraph 7.1(g)) requires a risk assessment and support plans for both parties within 48 hours, which is the tightest timeframe in the Code.\u003C/li>\n\u003Cli>Support is available regardless of whether the person makes a formal report. Many people who disclose never want a formal process, and they keep access to support under Standard 4 either way.\u003C/li>\n\u003C/ul>\n\u003Ch3>Standard 5: Safe processes\u003C/h3>\n\u003Cp>This is the standard most university general counsel will be watching closely. Standard 5 prescribes how reporting and response actually works.\u003C/p>\n\u003Cp>Paragraph 5.2 requires multiple channels including in-person, email, phone, and online. Paragraph 5.3 requires the provider to ensure disclosures and formal reports can be made anonymously, and paragraph 5.4 requires reasonable and proportionate action on anonymous matters where possible, including by identifying trends.\u003C/p>\n\u003Cp>Paragraph 5.8 requires the provider to investigate every formal report where the respondent is a student or staff member, regardless of the context in which the gender-based violence occurred. There is no carve-out for off-campus conduct. Paragraph 5.10 requires the provider to notify both the discloser and the respondent in writing on the same day if an investigation is to commence, with the discloser notified first. Paragraph 5.12 prohibits the provider from requiring the discloser or respondent to produce physical evidence.\u003C/p>\n\u003Cp>Paragraph 5.15 requires procedures to be designed so that formal reports (including any resulting disciplinary process) are finalised within 45 business days. Paragraph 5.24 sets a parallel 20-business-day target for appeals. Under paragraphs 5.17 and 5.26, extensions are only permitted where required in the particular context, and the Higher Education Principal Executive Officer must personally satisfy themselves that any extension is genuinely needed.\u003C/p>\n\u003Cp>Paragraph 5.18 requires the provider to provide the respondent with procedural fairness in the disciplinary process. Paragraph 5.20 requires the provider to impose sanctions proportionate to the substantiated conduct, which may include exclusion and expulsion. Paragraphs 5.21 and 5.22 require written notice of the outcome (including reasons and the right to complain to the National Student Ombudsman) to both parties, with the discloser notified on the same day as the respondent unless the discloser requests otherwise.\u003C/p>\n\u003Cp>\u003Cstrong>Disclosure vs formal report.\u003C/strong> The Code draws a clear line between the two, and so should the provider's policy. A \u003Cstrong>Disclosure\u003C/strong> is defined as \"the provision of information about a person's experience of Gender-based Violence to a Provider by the Discloser or another person\". A \u003Cstrong>Formal Report\u003C/strong> is defined as information provided through formal reporting channels that requires the Provider to consider taking steps beyond support, including the commencement of an investigation and/or a disciplinary process. The same conversation can cover both, or either one on its own. Standard 4 protects the right to support regardless of whether the person ever makes a formal report. Standard 5 governs what happens once they do. Paragraph 5.7 requires the provider to seek and consider the discloser's views before progressing a disclosure to an investigation, and paragraph 5.6 requires the provider to have regard to the discloser's wishes when determining the pathway. A policy that conflates disclosures with formal reports, or that withholds support unless the person agrees to a formal process, will breach the Code.\u003C/p>\n\u003Cp>The process has to be procedurally fair to the respondent and trauma-informed for the person who disclosed at the same time. Universities that lean too far one way risk a procedural fairness challenge from the respondent; too far the other way and they breach Standard 4.\u003C/p>\n\u003Ch3>Standard 6: Data, evidence, and impact\u003C/h3>\n\u003Cp>Paragraph 6.2 requires providers to collect and report process data on policies, procedures, and plans; de-identified data on gender-based violence incidents enabling trend analysis; and administrative de-identified demographic and enrolment data about disclosers and respondents.\u003C/p>\n\u003Cp>Paragraph 6.12 sets the annual reporting cycle. By 30 June each year, providers must give the Secretary the previous calendar year's data, with the first Table A and Table B data due by 30 June 2027 (for calendar year 2026) and the first data from other TEQSA-registered providers due by 30 June 2028 (for calendar year 2027).\u003C/p>\n\u003Cp>The required data set under paragraphs 6.13 and 6.14 is detailed. It includes the total number of disclosures and formal reports, the mode of reporting (including the number of anonymous disclosures), the number of formal reports resolved within 45 days, the number of respondents required to relocate from student accommodation, the number of non-disclosure agreements proposed and executed, and if known, how satisfied disclosers and respondents were with the provider's response. Demographic data must cover sex, gender identity, sexual orientation, year of birth, ethnicity, religion, country of birth, languages, interpreter needs, Indigenous status, and disability status.\u003C/p>\n\u003Cp>For most providers this is where the gap between current practice and the Code will be largest. Running data collection and analysis that is robust enough to be used for governance decisions, safe enough to protect confidentiality, and connected enough to the actual casework to be accurate, is a significant build. Spreadsheets and manual tallies will not meet the standard.\u003C/p>\n\u003Ch3>Standard 7: Safe student accommodation\u003C/h3>\n\u003Cp>Standard 7 extends the Code's obligations to student accommodation. The Code divides accommodation into three categories:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Directly owned, operated, or managed\u003C/strong> by the provider. Paragraph 7.1 applies and requires the provider, in addition to meeting every other Standard, to declare-check and manage accommodation staff relationships, take immediate safety action on a disclosure, conduct a risk assessment within 48 hours, develop support plans for the discloser and the respondent within 48 hours, and where an allegation is substantiated, permanently remove the respondent from the accommodation (paragraph 7.1(h)).\u003C/li>\n\u003Cli>\u003Cstrong>Student Accommodation Providers under the Control of the provider\u003C/strong> (the Code uses the Corporations Act 2001 (Cth) section 50AA meaning of control). Paragraphs 7.2 to 7.8 require the provider to have arrangements in place so the Student Accommodation Provider prepares its own Whole-of-Organisation Prevention and Response Plan, meets equivalent safe-environment, NDA, policy, training, and data-reporting standards, and either adopts the provider's Policies and Procedures or implements an equivalent Policy.\u003C/li>\n\u003Cli>\u003Cstrong>Affiliated Student Accommodation Providers.\u003C/strong> The Code defines Affiliation broadly to include a Student Accommodation Provider that has a service agreement with the provider, operates on the provider's land, is authorised to use the provider's intellectual property, or is listed or promoted by the provider as student accommodation. Paragraphs 7.9 and 7.10 require the provider to do \"everything reasonably possible within its power\" to enter into, or amend, a legally binding agreement so the Affiliated Provider meets the same standards.\u003C/li>\n\u003Cli>\u003Cstrong>Enforcement by withdrawal.\u003C/strong> Paragraph 7.11 gives Standard 7 real teeth. If an Affiliated Student Accommodation Provider refuses to enter an agreement meeting the standard, the provider must report this to the Secretary (who may publish the name) and \u003Cstrong>must not\u003C/strong> continue to authorise the affiliated provider to use the university's intellectual property or domain names, advertise, market, or promote the affiliated provider to students, or have any agreement to reserve spaces for its students.\u003C/li>\n\u003C/ul>\n\u003Cp>The practical consequence: a provider cannot outsource compliance by pointing students to third-party accommodation and stopping there. If the provider's branding, marketing, or recommendations drive students into particular accommodation, the provider must either lock in equivalent standards through agreement or withdraw the branding and referral arrangement.\u003C/p>\n\u003Cp>Standard 7 excludes homestay arrangements, rental properties leased under ordinary residential tenancies with private landlords, and hotels or serviced apartments used as temporary accommodation.\u003C/p>",{"collection":76,"item":103},{"id":104,"content":105,"highlight":73,"variant":80},373,"\u003Ch2>The regulator and what enforcement looks like\u003C/h2>\n\u003Cp>The Secretary of the Department of Education is the regulator for the Code, under the Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Act 2025 (Cth) (the Act). The Act applies the standard Commonwealth Regulatory Powers (Standard Provisions) Act 2014 framework. The Secretary's toolkit includes:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Monitoring and investigation powers\u003C/strong> (section 35, section 36 of the Act). Authorised officers can exercise the monitoring and investigation powers in Parts 2 and 3 of the Regulatory Powers Act, including entry to premises with consent or under warrant.\u003C/li>\n\u003Cli>\u003Cstrong>Information-gathering notices\u003C/strong> (section 27). The Secretary can compel a higher education provider, or a person connected with a provider, to produce documents, things, or information. Non-compliance is itself a civil penalty of 60 penalty units.\u003C/li>\n\u003Cli>\u003Cstrong>Compliance notices\u003C/strong> (section 32). The Secretary can issue a written notice requiring remedial action by a specified date.\u003C/li>\n\u003Cli>\u003Cstrong>Infringement notices\u003C/strong> (section 38) and \u003Cstrong>enforceable undertakings\u003C/strong> (section 39) are both available.\u003C/li>\n\u003Cli>\u003Cstrong>Injunctions\u003C/strong> (section 40). The Secretary can apply to the Federal Court of Australia or the Federal Circuit and Family Court (Division 2) for an injunction under Part 7 of the Regulatory Powers Act.\u003C/li>\n\u003Cli>\u003Cstrong>Civil penalty for non-compliance with the Code\u003C/strong> (section 20). A provider is liable to a civil penalty of up to 200 penalty units per contravention if it fails to comply with any requirement under the national code. At the current Commonwealth penalty unit value of A$330 (set by section 4AA of the Crimes Act 1914 and due to be re-indexed on 1 July 2026), that is A$66,000 per contravention. Ancillary civil penalties of 60 penalty units also apply for failure to keep records (section 21), failure to give information to the Secretary (section 22), failure to notify material changes (section 23), and providing false or misleading information (section 24).\u003C/li>\n\u003C/ul>\n\u003Cp>Section 46 of the Act times these enforcement powers to the provider's \"application day\": 1 January 2026 for Table A and Table B providers, and 1 January 2027 for everyone else. From the application day onwards, civil penalty provisions, compliance notices under section 32, and Part 6 regulatory powers (including injunctions) apply in full.\u003C/p>\n\u003Cp>Compliance with the Code is also a condition of funding under the Higher Education Support Act 2003 (Cth). The section 20 note flags that a failure to comply can lead to the Minister taking action under Division 22 of that Act (suspension or revocation of approval as a higher education provider), or TEQSA taking separate regulatory action under the TEQSA Act's Threshold Standards. For any university that relies on Commonwealth student contribution funding and FEE-HELP, those downstream consequences are the real risk, well beyond any single 200-unit civil penalty.\u003C/p>",{"collection":76,"item":107},{"id":108,"content":109,"highlight":73,"variant":80},374,"\u003Ch2>How this interacts with the National Student Ombudsman\u003C/h2>\n\u003Cp>The National Student Ombudsman, established by the Ombudsman Amendment (National Student Ombudsman) Act 2024, started taking complaints on 1 February 2025. A student (or prospective or former student) who believes their provider has mishandled a complaint, including a complaint about gender-based violence, can escalate to the Ombudsman. The Ombudsman has powers to require documents and answers under oath, can make recommendations to the provider and to the Minister, and can refer matters to other regulators or to police.\u003C/p>\n\u003Cp>The Ombudsman is not the regulator of the Code. The Secretary of the Department of Education is. But the Ombudsman is a powerful complaint-driven feedback loop into the regulator. A pattern of complaints to the Ombudsman about a provider's handling of disclosures is exactly the kind of signal that will invite compliance action by the Secretary. Providers should assume any systemic weakness in their Code-compliance systems will surface through Ombudsman casework within the first twelve months.\u003C/p>",{"collection":76,"item":111},{"id":112,"content":113,"highlight":73,"variant":80},375,"\u003Ch2>What good looks like: a working Code-compliance system\u003C/h2>\n\u003Cp>A minimum viable compliance system for a Table A or Table B provider has several moving parts:\u003C/p>\n\u003Col>\n\u003Cli>\u003Cstrong>A governance structure with named accountability.\u003C/strong> The Vice-Chancellor owns the Prevention and Response Plan. A standing committee of Council or Senate receives quarterly reports on prevention work, case volumes, outcomes, and themes.\u003C/li>\n\u003Cli>\u003Cstrong>A published Prevention and Response Plan.\u003C/strong> Co-designed with students and staff, reviewed annually, with measurable indicators.\u003C/li>\n\u003Cli>\u003Cstrong>A central disclosure and reporting platform.\u003C/strong> Multiple intake channels (in person, online form, phone, anonymous digital channel), single case record per matter, structured workflow from intake through triage, support planning, investigation, outcome, and close-out.\u003C/li>\n\u003Cli>\u003Cstrong>A trained response workforce.\u003C/strong> First responders (RAs, student services, managers, academic advisors) trained annually. Investigators with independent standing. Appeal decision-makers who are not involved in the original decision.\u003C/li>\n\u003Cli>\u003Cstrong>A data layer that rolls up to governance.\u003C/strong> De-identified reporting that shows volume, types of conduct, source channels, outcomes, time-to-resolution against the 45-business-day rule, and appeal rates.\u003C/li>\n\u003Cli>\u003Cstrong>A written policy suite aligned to the Code.\u003C/strong> Staff code of conduct, student conduct policy, sexual misconduct response policy, personal relationships policy, accommodation behavioural standards, \u003Ca href=\"/glossary/whistleblower-protection\">whistleblower protections\u003C/a>, privacy and data governance policy. All cross-referenced, all published, all consistent.\u003C/li>\n\u003Cli>\u003Cstrong>Third-party accommodation agreements.\u003C/strong> Formal agreements with affiliated colleges and recommended private accommodation providers, specifying equivalent standards, information-sharing, and cooperation in investigations.\u003C/li>\n\u003Cli>\u003Cstrong>A continuous-improvement cycle.\u003C/strong> Annual review of data, survey results, Ombudsman complaints, and legal and regulatory developments, feeding back into the Plan and the policies.\u003C/li>\n\u003C/ol>\n\u003Cp>The gap between this and what most providers have today is substantial. Many providers have pieces (a policy, a portal, training) but few have the whole stack integrated.\u003C/p>",{"collection":76,"item":115},{"id":116,"content":117,"highlight":73,"variant":80},376,"\u003Ch2>A note for students and staff looking for help now\u003C/h2>\n\u003Cp>This article is written for university administrators planning compliance. If you are a student or staff member who has experienced gender-based violence and you are looking at this page for information:\u003C/p>\n\u003Cul>\n\u003Cli>Most Australian universities operate a dedicated service (commonly called a Safer Communities Office, Student Safety team, or Respect and Safety unit) that can take a disclosure, arrange counselling, and help you understand your reporting options without pushing you into a formal process. You do not have to make a formal report to access support.\u003C/li>\n\u003Cli>Under the National Code, every provider must publish multiple reporting channels, including an anonymous option, and must respond in a trauma-informed way.\u003C/li>\n\u003Cli>If you have already raised something with your provider and you are unhappy with how it has been handled, you can escalate to the National Student Ombudsman.\u003C/li>\n\u003Cli>For 24/7 domestic, family, and sexual violence counselling, 1800RESPECT (1800 737 732) is a free national support line. In an emergency, call 000.\u003C/li>\n\u003C/ul>",{"collection":76,"item":119},{"id":120,"content":121,"highlight":73,"variant":80},377,"\u003Ch2>How Elker fits in\u003C/h2>\n\u003Cp>Elker is a speak-up and case management platform that gives \u003Ca href=\"/use-cases/universities\">higher education providers\u003C/a> the operational infrastructure to deliver on Standards 4, 5, 6, and 7. Students and staff can raise concerns through multiple secure channels, including fully anonymous intake, with optional two-way messaging that preserves anonymity during follow-up. Cases move through a configurable workflow from triage to support plan, investigation, outcome, and closure, with built-in time-to-resolution tracking so the 45-business-day formal report requirement and the 20-business-day appeal requirement are visible to the investigation team and to governance in real time. Aggregated analytics give the Vice-Chancellor, the Council or Senate committee, and the Prevention and Response Plan owner the de-identified data they need for Standard 6 reporting. Cybersecurity, information security, and access controls follow secure-by-design and privacy-by-design principles. Elker is ISO 27001 certified and SOC 2 attested. Australian owned and operated, Elker serves higher education clients across Australia and globally. The Prevention and Response Plan, the governance model, and the underlying culture still have to come from inside the university, but the operational side of receiving, handling, and learning from gender-based violence disclosures is what Elker is built for.\u003C/p>",{"collection":76,"item":123},{"id":124,"content":125,"highlight":73,"variant":126},378,"\u003Ch2>Key takeaways\u003C/h2>\n\u003Cul>\n\u003Cli>The National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 is a binding legislative instrument with civil penalty backing. It commences on 1 January 2026 for universities and 1 January 2027 for other higher education providers.\u003C/li>\n\u003Cli>Seven enforceable standards cover leadership, safe environments, training, person-centred response, reporting and investigation processes, data, and student accommodation. A contravention of any requirement under the Code can attract a civil penalty of up to 200 penalty units (A$66,000) under section 20 of the parent Act.\u003C/li>\n\u003Cli>Procedures must be designed so formal reports finalise within 45 business days and appeals within 20 business days. Providers must offer multiple channels (in-person, email, phone, online) and ensure disclosures and formal reports can be made anonymously.\u003C/li>\n\u003Cli>The Secretary of the Department of Education is the regulator. Enforcement powers include monitoring, investigation, information notices, compliance notices, infringement notices, enforceable undertakings, injunctions, and civil penalties. Compliance is also a condition of Commonwealth funding under the Higher Education Support Act 2003.\u003C/li>\n\u003Cli>The Code operates alongside the National Student Ombudsman (operating since 1 February 2025), TEQSA regulation under the Threshold Standards, and the Sex Discrimination Act positive duty enforced by the Australian Human Rights Commission. A compliant system has to satisfy all of these frameworks at once.\u003C/li>\n\u003Cli>The largest practical gaps at most providers will be the integrated data layer under Standard 6 (annual reporting begins 30 June 2027 for Table A and Table B providers) and the reach into affiliated and recommended accommodation under Standard 7.\u003C/li>\n\u003C/ul>","takeaways",{"collection":128,"item":129},"faq_block",{"id":130,"title":131,"subtitle":80,"faqs":132},99,"Frequently asked questions",[133,139,145,151,157,163,169,175,181,187],{"id":134,"faq_block_id":130,"sort":135,"faq_item_id":136},569,1,{"id":134,"question":137,"answer":138},"When does the National Higher Education Code to Prevent and Respond to Gender-based Violence actually take effect?","\u003Cp>The Code commences on 1 January 2026 for Table A and Table B providers (Australia's public universities and a small group of private universities). All other TEQSA-registered higher education providers are covered from 1 January 2027. Under section 46 of the parent Act, civil penalty provisions, compliance notices, and the Regulatory Powers Act enforcement framework apply from each provider's application day: 1 January 2026 for Table A and Table B, and 1 January 2027 for other providers.\u003C/p>",{"id":140,"faq_block_id":130,"sort":141,"faq_item_id":142},570,2,{"id":140,"question":143,"answer":144},"Who is the regulator?","\u003Cp>The Secretary of the Department of Education is the regulator under the Code. The Department will monitor compliance, issue notices, accept enforceable undertakings, and bring civil penalty proceedings in the Federal Court or the Federal Circuit and Family Court where needed. The National Student Ombudsman is a separate body that handles complaints from individual students and can feed systemic issues back to the regulator.\u003C/p>",{"id":146,"faq_block_id":130,"sort":147,"faq_item_id":148},571,3,{"id":146,"question":149,"answer":150},"What are the penalties for non-compliance?","\u003Cp>Section 20 of the parent Act sets a civil penalty of up to 200 penalty units per contravention of a requirement under the national code. At the current Commonwealth penalty unit value of A$330 (under section 4AA of the Crimes Act 1914), that is A$66,000 per contravention. Ancillary civil penalties of 60 penalty units apply for record-keeping, information, notification, and false or misleading information failures. Beyond civil penalties, the Minister can suspend or revoke a provider's approval because compliance is a condition of funding under the Higher Education Support Act 2003, and TEQSA can take separate regulatory action under the Threshold Standards.\u003C/p>",{"id":152,"faq_block_id":130,"sort":153,"faq_item_id":154},572,4,{"id":152,"question":155,"answer":156},"Does the Code require anonymous reporting?","\u003Cp>Yes. Standard 5 requires providers to offer multiple reporting channels, including at least one that allows a person to report anonymously. Anonymous reporting is widely understood as an important safety valve because people most affected by gender-based violence are often the least comfortable putting their name on a formal complaint.\u003C/p>",{"id":158,"faq_block_id":130,"sort":159,"faq_item_id":160},573,5,{"id":158,"question":161,"answer":162},"What is the difference between a disclosure and a formal report?","\u003Cp>A disclosure is when a person tells the provider about their experience, typically so they can access support such as counselling, academic adjustments, safety planning, or alternative accommodation. A disclosure does not, on its own, start an investigation of the person who caused the harm. A formal report is a request for the provider to open that investigation and, where appropriate, take disciplinary action. Under Standard 4 of the Code, support is available regardless of whether a person chooses to move from disclosure to formal report.\u003C/p>",{"id":164,"faq_block_id":130,"sort":165,"faq_item_id":166},574,6,{"id":164,"question":167,"answer":168},"How is \"gender-based violence\" defined under the Code?","\u003Cp>The Code's Definitions section defines Gender-based Violence as \"any form of physical or non-physical violence, harassment, abuse or threats, based on gender, that results in, or is likely to result in, harm, coercion, control, fear or deprivation of liberty or autonomy.\" Department of Education guidance treats this as covering sexual assault and harassment, domestic and family violence, stalking, image-based abuse, coercive control, sex-based harassment, harassment based on gender identity or sexual orientation, and technology-facilitated abuse, among other forms. Under paragraph 2.3(c) of the Code every provider's Policy must adopt this Code definition.\u003C/p>",{"id":170,"faq_block_id":130,"sort":171,"faq_item_id":172},575,7,{"id":170,"question":173,"answer":174},"Does the Code apply to student accommodation run by someone other than the university?","\u003Cp>Yes. Standard 7 extends the Code's obligations to all forms of student accommodation, including residential colleges affiliated with the provider, accommodation leased by the provider, and privately operated accommodation that the provider markets or recommends to its students. Universities cannot outsource their compliance obligations.\u003C/p>",{"id":176,"faq_block_id":130,"sort":177,"faq_item_id":178},576,8,{"id":176,"question":179,"answer":180},"How long does a university have to investigate a formal report?","\u003Cp>45 business days from the formal report being made, with a further 20 business days for any appeal. Extensions are only available in limited circumstances and must be documented. Providers that routinely exceed these timeframes without justification will be at direct risk of regulatory action under Standard 5.\u003C/p>",{"id":182,"faq_block_id":130,"sort":183,"faq_item_id":184},577,9,{"id":182,"question":185,"answer":186},"What is the relationship between the Code and the National Student Ombudsman?","\u003Cp>The Code and the Ombudsman are separate reforms that work together. The Code is prospective and preventive, setting the standards universities have to meet. The Ombudsman is reactive, taking individual student complaints about how a provider handled a matter. Complaint patterns at the Ombudsman will often be the trigger for regulator action under the Code.\u003C/p>",{"id":188,"faq_block_id":130,"sort":189,"faq_item_id":190},578,10,{"id":188,"question":191,"answer":192},"Does the Code replace the Sex Discrimination Act positive duty?","\u003Cp>No. The Sex Discrimination Act positive duty, enforced by the Australian Human Rights Commission since December 2023, applies to all employers. A university is an employer and must comply with that duty as well as with the Code. The two frameworks overlap but are not identical. Compliance with one does not automatically mean compliance with the other.\u003C/p>",{"collection":76,"item":194},{"id":195,"content":196,"highlight":73,"variant":197},379,"\u003Ch2>Sources\u003C/h2>\n\u003Col>\n\u003Cli>Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Act 2025 (Cth), No. 34, 2025, Federal Register of Legislation: \u003Ca href=\"https://www.legislation.gov.au/C2025A00034/latest/text\">legislation.gov.au/C2025A00034\u003C/a>\u003C/li>\n\u003Cli>National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 (F2025L01251), Federal Register of Legislation: \u003Ca href=\"https://www.legislation.gov.au/F2025L01251/asmade/text\">legislation.gov.au/F2025L01251\u003C/a>\u003C/li>\n\u003Cli>Department of Education, Higher Education Gender-based Violence Regulator: \u003Ca href=\"https://www.education.gov.au/highereducationgbvregulator\">education.gov.au/highereducationgbvregulator\u003C/a>\u003C/li>\n\u003Cli>Crimes Act 1914 (Cth), section 4AA (penalty unit amount)\u003C/li>\n\u003Cli>Department of Social Services, National Plan to End Violence Against Women and Children 2022 to 2032: \u003Ca href=\"https://www.dss.gov.au/national-plan-end-violence-against-women-and-children\">dss.gov.au\u003C/a>\u003C/li>\n\u003Cli>Parliament of Australia, Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Bill 2025 digest: \u003Ca href=\"https://www.aph.gov.au/Parliamentary_Business/Bills_Legislation/bd/bd2425/25bd048\">aph.gov.au\u003C/a>\u003C/li>\n\u003Cli>National Student Safety Survey 2021 national report, Universities Australia and the Social Research Centre: \u003Ca href=\"https://universitiesaustralia.edu.au/wp-content/uploads/2022/03/2021-NSSS-National-Report.pdf\">universitiesaustralia.edu.au\u003C/a>\u003C/li>\n\u003Cli>Commonwealth Ombudsman, National Student Ombudsman function: \u003Ca href=\"https://www.nso.gov.au/\">nso.gov.au\u003C/a> and \u003Ca href=\"https://www.dss.gov.au/national-plan-end-violence-against-women-and-children/progress/first-action-plan-progress/first-action-plan-activities-addendum/national-student-ombudsman\">dss.gov.au/national-student-ombudsman\u003C/a>\u003C/li>\n\u003Cli>National Tertiary Education Union, Sexual Harassment in the Workplace Survey 2023 preliminary findings: \u003Ca href=\"https://www.nteu.au/News_Articles/Media_Releases/Sexual_Harassment_Survey_Report.aspx\">nteu.au\u003C/a>\u003C/li>\n\u003Cli>Australian Human Rights Institute (UNSW), How Australian Universities are Responding to Campus Sexual Violence, February 2024: \u003Ca href=\"https://www.humanrights.unsw.edu.au/sites/default/files/documents/How%20Australian%20Universities%20are%20Responding%20to%20Campus%20Sexual%20Violence%20-%20February%202024.pdf\">humanrights.unsw.edu.au\u003C/a>\u003C/li>\n\u003Cli>Sex Discrimination Act 1984 (Cth), positive duty provisions enforced by the Australian Human Rights Commission\u003C/li>\n\u003Cli>Regulatory Powers (Standard Provisions) Act 2014 (Cth), providing the monitoring, investigation, civil penalty, infringement, enforceable undertaking, and injunction framework incorporated by reference in the parent Act\u003C/li>\n\u003C/ol>","sources",[199,203],{"category_id":200},{"slug":201,"title":202},"compliance","Compliance",{"category_id":204},{"slug":205,"title":206},"cultural-change","Cultural change",{"id":208,"filename_download":209,"description":210,"width":211,"height":212},"dfe74ca6-bdba-4798-a62d-432e7058219a","The-National-Higher-Education-Code-on-gender-based-violence.png","Sandstone University alongside text \"The National Higher Education Code on Gender Based Violence - what Australian universities must do by 2026\"",1920,1080,{"meta_title":214,"meta_description":215,"meta_image":216},"National Higher Education Code (GBV) 2025: University Guide | Elker","From 1 January 2026 every Australian university must comply with the National Higher Education Code on gender-based violence. The seven standards, the 45-business-day investigation rule, civil penalties of up to 200 penalty units (currently A$66,000) per breach, and what universities need in place to meet the new duty.",{"id":208,"filename_download":209},{"id":218,"title":219,"slug":220,"position":221,"credentials":80,"schema_type":222,"linkedinUrl":80,"bio":223},22,"Elker Editorial Team","editorial-team","The Elker Editorial Team","organization","\u003Cp>The Elker Editorial Team writes Elker's articles and content. Every piece is reviewed by a named individual with relevant qualifications before publication. Our default reviewer is Jack Murray, Co-Founder of Elker (JD, BComn (Hons)). Topic-specific reviewers are attributed individually on the articles they have reviewed.\u003C/p>\n\u003Cp>See our Terms of Use for the full content disclaimer. Nothing published by the Elker Editorial Team is legal advice; for advice on your specific circumstances, consult a qualified legal practitioner.\u003C/p>",{"id":225,"title":226,"slug":227,"position":228,"credentials":229,"schema_type":230,"linkedinUrl":231,"bio":232},11,"Jack Murray","jack-murray","Co-founder & CIO","JD, BComn (Hons)","person","https://www.linkedin.com/in/jacklmurray/","\u003Cp>Jack co-founded Elker with Shirli Kirshner.\u003C/p>\n\u003Cp>Jack has degrees in Communications, Law and International Communication. He is an admitted Lawyer in NSW. He speaks five machine languages and four human languages. He has advised large multinationals, government and the not-for-profit sector on privacy, design and technology. He has assisted in implementing custom solutions for unique problems faced by each sector.\u003C/p>",[234,260,276,302,325,347,367,387,412,433,456,482,507,530,553,574,596,617,643,666,695,721,748,771,795,814,837,859],{"id":235,"status":65,"date_updated":236,"title":237,"slug":26,"subtitle":238,"date":239,"seo":240,"locale":241,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":243,"categories":253,"image":256},53,"2026-04-22T11:36:35.986Z","Case management software for sensitive matters: a complete guide","How case management software works, what makes it different when the cases involve sensitive disclosures, and what to look for when you're comparing platforms or running a tender.","2026-04-01",107,[72,242],"nz",[244,245,246,247,248,249,250,251,252],628,629,630,631,632,633,634,635,636,[254,255],93,94,{"id":257,"filename_download":258,"description":259,"width":211,"height":212},"be4ffc70-44ce-4ffe-9b52-7d3a9735a83f","case-management-software.png","Person on Computer using Case Management Software with text \"Case management software for sensitive matters: a complete guide\"",{"id":135,"status":65,"date_updated":261,"title":262,"slug":263,"subtitle":264,"date":265,"seo":159,"locale":266,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":267,"categories":271,"image":272},"2026-04-22T11:36:19.622Z","Criminalising Intentional Wage Underpayments Under the Fair Work Act","criminalising-intentional-wage-underpayments","\u003Cp>On 1 January 2025, new laws came into effect in Australia criminalising wage underpayments by employers and increasing civil penalties. The changes, implemented through amendments to the Fair Work Act, make wage theft a criminal offence punishable by hefty fines and the possibility of prison time.\u003C/p>","2025-01-15",[72],[268,135,141,147,153,269,182,270],437,438,440,[135],{"id":273,"filename_download":274,"description":275,"width":211,"height":212},"6ffb6599-3106-4276-9a86-0f2b35db0fc7","wage_theft_article.png","Wage theft laws Australia: Criminalising intentional wage underpayments hero",{"id":147,"status":65,"date_updated":277,"title":278,"slug":279,"subtitle":280,"date":281,"seo":282,"locale":283,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":284,"categories":295,"image":296},"2026-04-22T11:36:20.148Z","Mind the Gap: WGEA Reporting Data Shows Divide Between Harassment Policies and Practice","wgea-reporting-policy-practice","\u003Cp>The latest WGEA industry report shows a striking paradox in Australian workplaces: while anti-harassment policies are nearly universal, their practical implementation falls significantly short.\u003C/p>","2024-11-21",38,[72],[285,225,286,287,288,289,290,291,292,293,294],541,12,13,14,15,16,17,542,543,544,[141,147,153,159],{"id":297,"filename_download":298,"description":299,"width":300,"height":301},"af1c7259-a629-4e6d-b572-f08f1b2321e4","wgea_reporting_1.png","Mind the Gap: WGEA reporting data shows divide between harassment policy and practice",2500,1406,{"id":159,"status":65,"date_updated":303,"title":304,"slug":305,"subtitle":306,"date":307,"seo":308,"locale":309,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":310,"categories":320,"image":321},"2026-04-22T11:36:20.781Z","Conducting a Psychosocial Risk Assessment: A Guide for Employers","psychosocial-risk-assessment-guide","\u003Cp>Psychosocial hazards in the workplace can lead to severe consequences for workers' mental health and well-being. As an employer, it is crucial to proactively identify and manage these risks to ensure a safe and healthy working environment. This article will guide you through conducting a psychosocial risk assessment and implementing effective control measures.\u003C/p>","2024-11-04",40,[72],[311,312,313,314,315,316,317,318,319],513,25,26,27,28,29,514,515,516,[177,183,189],{"id":322,"filename_download":323,"description":324,"width":300,"height":301},"a200c3ec-796d-4201-bd53-602bc3c8d0be","psychosocial_risk_assessment.png","Conducting a psychosocial risk assessment: A guide for employers",{"id":171,"status":65,"date_updated":326,"title":327,"slug":328,"subtitle":329,"date":330,"seo":331,"locale":332,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":333,"categories":342,"image":343},"2026-04-22T11:36:21.528Z","Modern Slavery Reporting Requirements: Australia Prepares for Strengthening Compliance","modern-slavery-reporting-requirements","\u003Cp>Australia is undergoing a significant overhaul of its anti-slavery legislation. Learn more about the Australian Government's recommendations to combat modern slavery and stay ahead of compliance requirements. \u003C/p>","2024-07-03",42,[72],[334,282,335,308,336,331,337,338,339,340,341],485,39,41,43,44,486,585,488,[225,286,287],{"id":344,"filename_download":345,"description":346,"width":300,"height":301},"d5dde3ef-24e5-4107-9b65-87f4ed0043af","moder_slavery_reporting_requirements_1.png","Modern slavery reporting requirements: A guide for Australian businesses",{"id":177,"status":65,"date_updated":348,"title":349,"slug":25,"subtitle":350,"date":351,"seo":337,"locale":352,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":353,"categories":362,"image":363},"2026-04-22T11:36:21.813Z","Creating a Mentally Healthy Workplace: A Step-By-Step Guide","\u003Cp>With one in five Australians experiencing mental health issues each year, supporting mental health has become a priority for many workplaces. As awareness grows, there are also new legal considerations to manage psychosocial hazards under Australia's evolving workplace health and safety laws.\u003C/p>","2024-06-25",[72],[354,355,356,357,358,359,360,361],565,46,47,48,49,566,567,568,[288,289,290],{"id":364,"filename_download":365,"description":366,"width":300,"height":301},"6ac9e991-4f8e-4b47-a78b-ed845fccec8f","mentally-healthy-workplace-1.png","Creating a mentally healthy workplace: guide for employers",{"id":183,"status":65,"date_updated":368,"title":369,"slug":370,"subtitle":371,"date":372,"seo":338,"locale":373,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":374,"categories":381,"image":383},"2026-04-22T11:36:22.105Z","Employment Discrimination Law in Australia: Rights and Protections","employment-discrimination-law","\u003Cp>Australia has a robust framework of anti-discrimination laws designed to protect employees from unlawful discrimination in the workplace. These laws ensure that all workers are treated fairly and have equal access to employment opportunities, regardless of their personal characteristics. Understand the laws to maintain a safe, inclusive work environment.\u003C/p>","2024-06-20",[72],[375,376,377,235,378,379,380],461,51,52,462,581,464,[291,382],18,{"id":384,"filename_download":385,"description":386,"width":300,"height":301},"863a9dba-cd3b-425b-bdf9-22ac535ca91e","employment_discrimination_law_australia_1.png","Anti-discrimination laws and rights in Australia: a guide for employers",{"id":189,"status":65,"date_updated":388,"title":389,"slug":390,"subtitle":391,"date":392,"seo":393,"locale":394,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":395,"categories":404,"image":408},"2026-04-22T11:36:22.411Z","Advantages of Whistleblowing in the Workplace","advantages-of-whistleblowing-in-the-workplace","\u003Cp>Whistleblowing is a vital tool for organisations to uncover and combat fraud, misconduct, and other forms of wrongdoing. By encouraging internal reporting and protecting whistleblowers, companies can reduce financial losses, improve workplace culture, and promote transparency. In this article, we explore the benefits of whistleblowing and how to implement effective reporting mechanisms.\u003C/p>","2024-06-13",45,[72],[396,397,398,64,399,400,401,402,403],401,55,56,58,59,402,403,404,[405,406,407],19,20,21,{"id":409,"filename_download":410,"description":411,"width":300,"height":301},"eacfb35f-f687-49c7-84a7-eab40efef629","advantages_of_whistleblowing_1.png","Advantages of whistleblowing in the workplace - a guide for employers",{"id":225,"status":65,"date_updated":413,"title":414,"slug":415,"subtitle":416,"date":417,"seo":355,"locale":418,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":419,"categories":427,"image":429},"2026-04-22T11:36:22.768Z","Corporations Act: Whistleblower Protections in Australia","corporations-act-whistleblower-protections","\u003Cp>Discover how the Corporations Act 2001 safeguards whistleblowers in Australia and what companies must do to comply with the law.\u003C/p>","2024-05-25",[72],[420,421,422,423,424,425,426],433,61,62,63,434,435,436,[218,428],23,{"id":430,"filename_download":431,"description":432,"width":300,"height":301},"88dce487-152b-4445-888c-be04ae09668b","corporations_act_whistleblower_protections_1.png","Corporations Act whistleblower protections: A guide for employers",{"id":287,"status":65,"date_updated":434,"title":435,"slug":7,"subtitle":436,"date":437,"seo":357,"locale":438,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":439,"categories":451,"image":452},"2026-04-22T11:36:23.403Z","Anonymous Reporting App for Schools to Enhance Safety","\u003Cp>Recent incidents at Australian schools have brought the issue of student safety and well-being to public attention. These cases highlight the need for school reporting systems that allow students, staff, and parents to voice their concerns safely and transparently. Anonymous reporting apps have been critical in detecting and preventing bullying, harassment, and safety issues in educational institutions.\u003C/p>","2024-04-03",[72,242],[440,441,442,443,444,445,446,447,448,449,450],413,70,71,72,73,74,75,76,414,415,416,[313,314,315],{"id":453,"filename_download":454,"description":455,"width":300,"height":301},"95e82cfb-04ea-4f76-8ee1-64f15a714c5a","anonymous_reporting_for_schools_1.png","Anonymous reporting for schools to enhance safety",{"id":288,"status":65,"date_updated":457,"title":458,"slug":459,"subtitle":460,"date":461,"seo":358,"locale":462,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":463,"categories":475,"image":478},"2026-04-22T11:36:23.779Z","How to Set Up an Ethics Hotline – Best Practice for Managing Integrity","ethics-hotline","\u003Cp>Ethics hotlines have become an essential tool for organisations committed to fostering a culture of integrity and transparency. In this article, we'll explore the key considerations for setting up an effective ethics hotline and how digital solutions can help organisations manage risk proactively.\u003C/p>","2024-04-01",[72],[464,465,466,467,468,469,470,471,472,473,474],465,78,79,80,81,82,83,84,466,467,468,[316,476,477],30,31,{"id":479,"filename_download":480,"description":481,"width":300,"height":301},"5ce82b05-f783-40bb-b422-818f9103084f","ethics_hotline_1.png","Setting up a digital ethics hotline: safeguarding integrity with anonymous reporting",{"id":289,"status":65,"date_updated":483,"title":484,"slug":485,"subtitle":486,"date":487,"seo":488,"locale":489,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":490,"categories":500,"image":503},"2026-04-22T11:36:24.152Z","Commonwealth Fraud and Corruption Control Framework 2024: Effective Detection Mechanisms","commonwealth-fraud-and-corruption-control-framework-2024","\u003Cp>The new Commonwealth Fraud and Corruption Control Framework 2024 is a development in the Australian government's efforts to combat fraudulent and corrupt practices within organisations. Set to take effect on 1 July 2024, the framework represents a significant step towards enhancing integrity and accountability across the public sector.\u003C/p>","2024-03-28",50,[72],[491,492,493,494,495,496,497,498,499],429,86,87,88,89,90,430,431,432,[501,502],32,33,{"id":504,"filename_download":505,"description":506,"width":300,"height":301},"38d66203-95d6-41de-87cf-8adf97a5dc64","commonwealth_fraud_and_corruption_control_framework_1.png","Commonwealth Fraud and Corruption Control Framework: a guide for employers",{"id":290,"status":65,"date_updated":508,"title":509,"slug":8,"subtitle":510,"date":511,"seo":376,"locale":512,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":513,"categories":522,"image":526},"2026-04-22T11:36:24.458Z","ISO 37002 & Certification FAQ: Whistleblowing Management System","\u003Cp>Learn about ISO 37002 and what makes an effective whistleblowing management system. See how your organisation can meet international standards and improve its organizational culture.\u003C/p>","2024-03-22",[72,242],[514,515,516,254,255,517,518,519,520,521],481,91,92,95,96,482,584,484,[523,524,525],34,35,36,{"id":527,"filename_download":528,"description":529,"width":300,"height":301},"cac2e30f-ae8f-427b-98d4-b31f710655dd","iso_37002_certification_1.png","ISO 37002: implementing an effective whistleblowing management system",{"id":291,"status":65,"date_updated":531,"title":532,"slug":533,"subtitle":534,"date":535,"seo":377,"locale":536,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":537,"categories":547,"image":549},"2026-04-22T11:36:24.840Z","Understanding the Public Interest Disclosure Act 2013: The Role of Anonymous Reporting","public-interest-disclosure-act-2013","\u003Cp>The Public Interest Disclosure Act 2013 upholds the integrity of the Commonwealth public sector by enabling employees to report instances of corruption, maladministration, and other forms of misconduct. This article aims to provide a clear understanding of how PID operates, the scope of disclosures it permits, and the mechanisms in place to support individuals who come forward with information.\u003C/p>","2024-03-19",[72],[538,539,130,540,541,542,543,544,545,546],517,98,100,101,102,103,518,590,520,[548,282],37,{"id":550,"filename_download":551,"description":552,"width":300,"height":301},"d9d6b7b2-d3fa-4428-908c-aaf66053a2f6","public_interest_diclosure_act_1.png","Public Interest Disclosure Act 2013: The role of anonymous reporting ",{"id":406,"status":65,"date_updated":554,"title":555,"slug":556,"subtitle":557,"date":558,"seo":397,"locale":559,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":560,"categories":569,"image":570},"2026-04-22T11:36:25.784Z","Right to Disconnect: Australia Empowers Workers In Closing Loopholes Bill","right-to-disconnect-australia","\u003Cp>With the passing of the Fair Work Legislation Amendment (\u003Ca href=\"https://parlinfo.aph.gov.au/parlInfo/download/legislation/bills/r7134_aspassed/toc_pdf/b23pu107.v08.pdf;fileType=application%2Fpdf\" target=\"_blank\" rel=\"noopener\">Closing Loopholes No. 2\u003C/a>) Bill 2023, Australian workers have a right to disconnect from contact by employers after working hours. This article explains the Bill and its practical implications for Australian employers.\u003C/p>","2024-02-28",[72],[561,562,563,564,565,566,567,568],521,114,115,116,117,522,591,524,[337,338],{"id":571,"filename_download":572,"description":573,"width":300,"height":301},"242b539d-a908-44b2-a011-0c555a44d873","right_to_disconnect_australia.png","The right to disconnect: A guide for Australian employers",{"id":428,"status":65,"date_updated":575,"title":576,"slug":577,"subtitle":578,"date":579,"seo":580,"locale":581,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":582,"categories":589,"image":590},"2026-04-22T11:36:26.773Z","Industrial Manslaughter: Australia Set to Increase Workplace Safety With the Closing Loopholes Act","industrial-manslaughter","\u003Cp>The stakes have risen for businesses in Australia with the introduction of federal industrial manslaughter laws. With the potential for significant penalties, it’s important for businesses to stay up to date with amendments to the Fair Work Act and adopt practices to prevent workplace deaths.\u003C/p>","2024-02-21",60,[72],[583,584,585,586,587,588],477,163,164,478,583,480,[356,357],{"id":591,"filename_download":592,"description":593,"width":594,"height":595},"076472af-bada-42d0-99d2-0347df58cac2","image.png","Closing Loopholes: New industrial manslaughter laws in Australia",1970,1108,{"id":597,"status":65,"date_updated":598,"title":599,"slug":600,"subtitle":601,"date":602,"seo":421,"locale":603,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":604,"categories":612,"image":613},24,"2026-04-22T11:36:27.076Z","Closing Loopholes: Guide to Regulatory Changes and Compliance in 2025","closing-loopholes","\u003Cp>The Fair Work Legislation Amendment for 2023 brings a critical focus to closing loopholes in Australian workplace regulations. From clarifying employment definitions to overhauling workers' rights, these reforms affect most businesses in Australia. This article explores the key changes and the practical implications for ensuring compliance and promoting fair work practices.\u003C/p>","2024-02-19",[72],[605,606,607,608,609,610,170,611],421,166,167,168,169,422,424,[358],{"id":614,"filename_download":615,"description":616,"width":594,"height":595},"9540c7aa-1e71-4f96-a07e-08dbcfa323c9","closing-loopholes-regulations.png","Closing Loopholes: Guide to regulatory changes and compliance in 2024",{"id":313,"status":65,"date_updated":618,"title":619,"slug":620,"subtitle":621,"date":622,"seo":423,"locale":623,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":624,"categories":637,"image":638},"2026-04-22T11:36:27.818Z","Positive Duty Guidelines: Compliance with the Sex Discrimination Act","7-standards-positive-duty-sex-discrimination-act","\u003Cp>Is your organisation complying with the positive duty? From 12 December 2023, the Australian Human Rights Commission will enforce the measures to eliminate workplace sexual harassment, discrimination and victimisation. This article outlines the seven standards to help you achieve best practices in creating a safer workplace.\u003C/p>","2024-01-30",[72],[625,626,627,628,629,630,631,632,633,634,635,636],397,178,179,180,181,182,183,184,185,398,399,400,[377,235],{"id":639,"filename_download":640,"description":641,"width":594,"height":642},"037627c6-38b4-4d0c-9d2c-ef826497f98a","positive-duty-standards.jpeg","Respect at Work Bill: 7 standards for positive duty compliance with the Sex Discrimination Act",1033,{"id":312,"status":65,"date_updated":644,"title":645,"slug":646,"subtitle":647,"date":622,"seo":422,"locale":648,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":649,"categories":661,"image":662},"2026-04-22T11:36:27.460Z","Whistleblowing in Aged Care: Protections Under the New Aged Care Act","whistleblowing-in-aged-care","\u003Cp>Whistleblowing in aged care is vital for ensuring the safety and well-being of our elderly population. This article delves into the new Aged Care Act and its provisions for whistleblower protection. We explore how these protections will allow individuals to report misconduct without fear of retaliation.\u003C/p>",[72],[650,651,652,653,654,655,656,657,658,659,660],557,171,172,173,174,175,176,177,558,559,560,[488,376],{"id":663,"filename_download":664,"description":665,"width":211,"height":212},"a4968980-0945-44eb-b4d5-580efb1bbb21","new-aged-care-act.png","Whistleblowing in aged care: protections under the new Aged Care Act",{"id":314,"status":65,"date_updated":667,"title":668,"slug":669,"subtitle":670,"date":671,"seo":672,"locale":673,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":674,"categories":689,"image":691},"2026-04-22T11:36:28.110Z","Psychosocial hazards at work - changes to Australian WHS laws","psychosocial-hazards-at-work","\u003Cp>Recent changes to Australian WHS laws have placed a spotlight on psychosocial hazards, underlining their impact on staff well-being and overall business health. This article delves into the nature of these hazards, their effects on workers, and the legislative shifts that demand a proactive approach to managing psychological risks in the workplace.\u003C/p>","2023-10-24",64,[72],[675,676,677,678,679,680,681,682,683,684,685,686,687,688],509,186,188,187,189,190,191,192,193,194,195,510,511,512,[690],54,{"id":692,"filename_download":693,"description":694,"width":594,"height":642},"6606ed71-db45-449d-adbc-2388572627ff","psychosocial-hazards-workplace-guide.jpeg","Psychosocial hazards at work: New changes to WHS laws",{"id":282,"status":65,"date_updated":696,"title":697,"slug":20,"subtitle":698,"date":699,"seo":445,"locale":700,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":701,"categories":714,"image":717},"2026-04-22T11:36:31.791Z","Anonymous Reporting In the Workplace - Advantages and Disadvantages","\u003Cp>Exploring the impact, rewards and challenges of workplace whistleblowing for a safer, more transparent work environment.\u003C/p>","2023-08-10",[72,242],[702,703,704,705,706,707,708,709,710,711,712,713],409,235,236,237,238,239,240,241,242,410,411,412,[715,716],66,67,{"id":718,"filename_download":719,"description":720,"width":594,"height":642},"3cb21258-85ed-49fc-b1c4-526bc3e98e56","anonymous-reporting-benefits.jpeg","The advantages and disadvantages of anonymous reporting in the workplace: guide",{"id":336,"status":65,"date_updated":722,"title":723,"slug":724,"subtitle":725,"date":726,"seo":727,"locale":728,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":729,"categories":742,"image":743},"2026-04-22T11:36:32.552Z","Respect at Work Bill - What it means for your business","what-the-respect-at-work-bill-means-for-your-business","\u003Cp>Understand the Bill's impact on combating workplace sexual harassment and discrimination. Take the steps towards compliance in your organisation.\u003C/p>","2023-07-19",77,[72],[730,731,732,733,734,735,736,737,738,739,740,741],553,247,248,249,250,251,252,253,254,554,595,556,[441,442,443],{"id":744,"filename_download":745,"description":746,"width":594,"height":747},"bc3c79b8-0afc-463d-9595-d71f0edba8fa","creating-safe-workplace.png","Creating a safe workplace: Respect at Work guide",1034,{"id":357,"status":65,"date_updated":749,"title":750,"slug":751,"subtitle":752,"date":753,"seo":492,"locale":754,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":755,"categories":765,"image":767},"2026-04-22T11:36:34.646Z","Pay Secrecy Australia - New Fair Work Laws Ban Secrecy Clauses","pay-secrecy-australia","\u003Cp>Australia has enacted new laws banning pay secrecy in workplaces. The legislation aims to increase pay transparency, combat the gender pay gap, and safeguard employee rights. This article explores the implications of these changes for both employers and employees.\u003C/p>","2023-01-07",[72],[756,757,758,759,760,761,762,763,764],489,306,307,308,309,310,490,586,492,[766],85,{"id":768,"filename_download":769,"description":770,"width":594,"height":747},"ad0b615f-f671-44eb-b534-fa82b76eaa04","Breaking_Down_Pay_Secrecy_Australia_1_22885c827d.jpg","Pay secrecy Australia",{"id":331,"status":65,"date_updated":772,"title":773,"slug":774,"subtitle":775,"date":776,"seo":465,"locale":777,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":778,"categories":790,"image":791},"2026-04-22T11:36:32.840Z","Combating Discrimination in the Workplace: A Practical Guide","discrimination-in-the-workplace","\u003Cp>An inclusive and diverse workplace environment fosters creativity, innovation, and productivity. However, despite the benefits, discrimination persists in Australian workplaces. This blog post is your guide to understanding discrimination in the workplace, the legal framework protecting employees, and best practices for employers to tackle discrimination and promote a healthy and safe work environment.\u003C/p>","2022-12-01",[72],[779,780,781,782,783,784,785,786,787,788,789],453,256,257,258,259,260,261,262,454,579,456,[444,445,446],{"id":792,"filename_download":793,"description":794,"width":594,"height":595},"8cb11641-fc24-4084-a2f5-ca56f69113d5","discrimination-workplace.png","Combatting discrimination in the workplace: A practical guide to Australian laws and best practices",{"id":337,"status":65,"date_updated":796,"title":797,"slug":798,"subtitle":799,"date":800,"seo":466,"locale":801,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":802,"categories":809,"image":810},"2026-04-22T11:36:33.209Z","Protected Attributes Under the Fair Work Act: Changes to Anti-Discrimination Laws","protected-attributes","\u003Cp>The latest amendments to the Fair Work Act introduce new protections against discrimination for breastfeeding, gender identity, and intersex status in the workplace. This guide equips you with knowledge of the anti-discrimination laws and their impact on employees and employers.\u003C/p>","2022-11-01",[72],[803,804,805,806,807,808],497,264,265,498,587,500,[447,727],{"id":811,"filename_download":812,"description":813,"width":594,"height":595},"7554c29e-bead-4448-88b7-d362843de78b","protected-attributes-fwa.png","Protected attributes under the Fair Work Act",{"id":338,"status":65,"date_updated":815,"title":816,"slug":22,"subtitle":817,"date":818,"seo":467,"locale":819,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":820,"categories":832,"image":833},"2026-04-22T11:36:33.604Z","Dealing With Serious Misconduct In the Workplace","\u003Cp>Serious misconduct disrupts trust and carries severe repercussions. What constitutes serious misconduct, and how should it be addressed? Learn about the nature of serious misconduct, its impact on employment, and the steps for addressing such issues, providing clear guidance for employees and employers.\u003C/p>","2022-08-01",[72,242],[821,822,823,824,825,826,827,828,829,830,831],525,267,268,269,270,271,272,273,526,592,528,[465,466,467],{"id":834,"filename_download":835,"description":836,"width":211,"height":212},"b104eb48-7468-4115-ab4b-9509bb2abaa1","serious-misconduct.png","Dealing with serious misconduct in the workplace: Guide",{"id":393,"status":65,"date_updated":838,"title":839,"slug":840,"subtitle":841,"date":842,"seo":468,"locale":843,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":844,"categories":854,"image":855},"2026-04-22T11:36:33.906Z","Implementing an Effective Incident Management System: Aged Care Quality and Safety","incident-management-system-aged-care","\u003Cp>The aged care sector in Australia is undergoing significant changes to improve the quality and safety of care for older Australians. A key part of these reforms was the introduction of the Serious Incident Response Scheme (SIRS) in 2021 which requires all government-subsidised aged care providers to implement an effective incident management system. Learn best practice guidance for implementing and managing an effective aged care IMS.\u003C/p>","2022-01-05",[72],[845,846,847,848,849,850,851,852,853],473,275,276,277,278,279,474,582,476,[468,469],{"id":856,"filename_download":857,"description":858,"width":594,"height":595},"7a6af71f-dfeb-478f-8211-03eaab5b9615","incident-management-aged-care.png","Implementing an effective incident management system in aged care facilities",{"id":355,"status":65,"date_updated":860,"title":861,"slug":23,"subtitle":862,"date":863,"seo":469,"locale":864,"author_id":218,"reviewer_id":225,"suppress_legal_disclaimer":73,"dynamic":865,"categories":873,"image":874},"2026-04-22T11:36:34.281Z","What is whistleblowing? Understand the benefits and obligations","\u003Cp>Understand the benefits of a secure whistleblowing program and your obligations to protect those who speak up.\u003C/p>","2020-11-05",[72,242],[866,867,868,869,870,871,872],549,281,282,283,550,551,552,[470,471],{"id":875,"filename_download":876,"description":877,"width":594,"height":595},"be0f2beb-6985-49d8-8d88-6ba1b1d0f4f9","what-is-whistleblowing.png","What is whistleblowing - a guide for Australian employers",1776922693598]