Sexual Harassment Training For Employers

It is two short online courses an organisation buys as one program: the managers version for the owner, directors and leaders who hold the duty, and the workforce course for every employee, each with a dated record of completion. Sexual harassment training for employers is legally endorsed, takes about fifteen minutes a course, and gives the business one record for leaders and staff.

Yes. Both courses are written for all of Australia and New Zealand, state and territory law and the Respect at Work reforms included, and Mills Oakley Lawyers and Simpson Grierson collaborate on the content in their own countries. An employer with a shop in Adelaide and a warehouse in Auckland trains everyone on the same two courses and keeps one record.

Most organisations put a policy in the handbook, run a session when something goes wrong, or leave it to the managers to set the tone. Sentrient gives the employer online sexual harassment training for employers and staff as one program, with the business’s own record. Two short reads: who needs sexual harassment training and how to prevent sexual harassment in the workplace.

An organisation assigns these legally endorsed awareness courses to its leaders and staff as the employer, and claims nothing beyond that. They are not accredited or nationally recognised, not a qualification, not legal advice, not an investigation service and not a facilitated workshop. Our workplace compliance courses page covers the wider compliance program an employer runs, and this page covers one topic within it.

The Sex Discrimination Act asks every employer and PCBU to take reasonable and proportionate measures to eliminate sexual harassment, sex-based harassment, a hostile workplace, discrimination and victimisation on the grounds of sex, and the Commission can inquire into how a business is meeting that duty. Work health and safety law treats the same conduct as a psychosocial hazard. The employer remains responsible for both duties.

The owner, the directors and anyone who leads a team complete the sexual harassment training for managers and supervisors, which adds receiving a report and how an employer investigates. Everyone else completes the workforce course. A sole operator with staff completes the managers course and assigns the workforce course to the team, and the two land in one report.

A community legal centre’s round-up of free training resources on workplace sexual harassment gathers the regulators’ modules and is worth a read. Those modules train one person at a time and leave the employer without a record for the business. Sentrient gives the employer one program across leaders and staff, current in every state and territory and in New Zealand, with a dated record for every person.

About fifteen minutes a course, on any laptop, tablet or phone, in one go or in parts. Most employers run the managers course for the leadership team first, then assign the workforce course to everyone in the same fortnight, and add both to onboarding so each new starter completes theirs in the first week.

Once a year for both courses is the usual cycle, and again when the law changes. An employer who has grown, taken on a new site or promoted a first-time manager runs the managers course for the new leaders as they step up. How often your business requires it is its own decision, and the record shows each person’s last completion.

Mills Oakley Lawyers for Australia and Simpson Grierson for New Zealand collaborate on both courses, and the content follows Respect at Work guidance. The endorsement covers the two courses, not an employer’s own policy, procedure or investigation, and it does not turn either course into legal advice for a particular business.

Sentrient rewrites the affected parts of both courses when legislation changes anywhere in Australia or New Zealand, which is how the Respect at Work amendments to three Commonwealth Acts reached every learner. An employer who assigns the courses this year trains leaders and staff on the current version without tracking the changes itself.

No Australian law names a particular course an employer must buy. What the law requires is the positive duty to take reasonable and proportionate measures, and the Commission’s guidelines treat education and training as one of the standards for meeting it, which is why regulators ask about it after a complaint. Whether a business has done enough is judged on its circumstances, and the employer remains responsible.

Yes. Both courses can be delivered from the Sentrient platform or from the learning management system or HRIS the business already runs. Each completion is logged against the person’s name and date, and the employer keeps one record for leaders and staff across every site, however many systems the business runs.

Each leader and employee is set up as a learner with a due date, and Sentrient’s automated notifications and alerts tell them what to complete and by when. Whoever has not finished gets a reminder without the owner chasing anyone. The employer sees completion for the whole business, leaders and staff, from one screen.

A report showing, for each leader and employee, which course they completed, when, the declaration they made and the policy they acknowledged. It supports the employer’s account of the reasonable steps it took before the complaint. It is a record of training, not a finding that the duty was met, and the employer remains responsible for the response.

It is one topic in the program every employer runs. The Sexual Harassment Training For Board Members page is for the directors who oversee the duty, the Sexual Harassment Training For HR Professionals page for the team that administers it, and the respect at work training course covers the positive duty for the whole workforce.

Yes. The course explains the conduct and the policy sets the business’s own rules and reporting path, so most employers assign both together. Sentrient’s policy management software records each person’s acknowledgement against the policy version, so the employer can show that every leader and employee was trained and knew the rules that applied.

Yes. Both courses open in any browser with nothing to install, so a leader completes theirs on a phone between meetings and a casual completes theirs before a shift, and every completion lands in the same record. Employers assigning it to new starters usually attach it to employee induction training.

Yes. The two courses track the law of every Australian state and territory and of New Zealand, so an employer with sites in Perth, Darwin and Wellington trains everyone once and reports from one place. The law of each jurisdiction still binds the business there, and the employer remains responsible for meeting its obligations in each.

Each learner’s name, completion date and learning check sit on a Sentrient profile, and the employer chooses who in the business can see them. That personal information falls under the Privacy Act and the Australian Privacy Principles, and the employer stays responsible for the learner information it collects.

Because Sentrient’s employer sexual harassment training is legally endorsed, covers the leaders and the workforce in one program, is current in every Australian state and territory and in New Zealand, and gives the business one record. Sentrient has delivered sexual harassment training for business owners, their leaders and their staff, from single practices to national groups across both countries.

Any employer with staff: medical practices, manufacturers, professional services firms, retailers, hospitality groups, charities and companies with sites in more than one state. Sentrient’s clients include Myhealth, Pental Limited, Carinya Society and Housing Trust. Read how Myhealth rolled out compliance training across its practices with Sentrient.

Pricing is per user across both courses. The quote depends on how many leaders and employees you train and whether the two courses stand alone or sit inside the wider library, which is why no figure is printed on this page. Ask for a tailored quote during the demo and it comes back within the week.

Book a free 20-minute demo and we show you the managers course as a leader sees it, the workforce course as an employee sees it, then how both are assigned, the reminders, and the one report the employer runs. Bring whoever owns the policy. Request your free demo and we will fit it around your week.