Sexual Harassment Complaint Procedure

A sexual harassment complaint procedure usually states that complaints are treated confidentially. In practice that promise cannot be kept in full, and saying so upfront is better than discovering it later.

Some disclosure is unavoidable. The person whose conduct is complained about generally has to know the substance of the allegation in order to respond. Witnesses have to be asked about specific events. Decision-makers have to be briefed.

A workable procedure says what will be kept confidential, who will necessarily be told and why, what the person can decide, and what the organisation may have to do regardless of their preference because of its own safety duties.

That last point is the one most procedures omit, and it is the one that causes the worst surprises.

The Australian Human Rights Commission publishes guidance. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s HR policy templates and sexual harassment course for managers.