Work Smarter

Work Smarter

Smart means planning to succeed: a tailored HR plan, managing your risks and making the right decisions first time. Working smarter saves you time, money and rework.

Grow Stronger

Grow Stronger

Strength is your growth foundation: right people in the right roles and a culture of high performance and low maintenance. Growing stronger equals success... and more time for you to enjoy it.

Move Faster

Move Faster

Faster is better with smart speed: an engaged, confident and capable workforce achieving more in less time. Moving faster means first to new customers and new opportunities.

Work Smarter

Work Smarter

Smart means planning to succeed: a tailored HR plan, managing your risks and making the right decisions first time. Working smarter saves you time, money and rework.

Grow Stronger

Grow Stronger

Strength is your growth foundation: right people in the right roles and a culture of high performance and low maintenance. Growing stronger equals success... and more time for you to enjoy it.

Move Faster

Move Faster

Faster is better with smart speed: an engaged, confident and capable workforce achieving more in less time. Moving faster means first to new customers and new opportunities.

Respect at Work legislative amendments

On 10 September 2021, the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Respect at Work amendments) took effect.

The Respect at Work Amendment Act aims to make sure more workers are protected and empowered to address unlawful sexual harassment in the workplace.

The Respect at Work Amendment Act has changed the Fair Work Act 2009 (FW Act) by:

  • introducing definitions of ‘sexually harass’ and ‘sexually harassed at work’
  • expanding the anti-bullying jurisdiction of the Fair Work Commission (FWC) to allow it to make orders to stop sexual harassment at work
  • clarifying that sexual harassment in connection with an employee’s employment can be a valid reason for dismissal.

The Respect at Work Amendment Act also enables an employee to access their compassionate leave entitlement if the employee or their current spouse or de facto partner has a miscarriage.

The changes to the Fair Work Act aim to:

  • protect and empower workers to address sexual harassment in the workplace 
  • include miscarriage as a reason to access compassionate leave.

They include:

  • introducing stop sexual harassment orders
  • defining sexual harassment
  • clarifying that sexual harassment at work can be a valid reason for dismissal
  • providing compassionate leave for miscarriage.

Detailed information on the Respect at Work reforms – including the definition of sexual harassment under the Fair Work Act – is available from the Fair Work Ombudsman website.

Feel your team might benefit from training on their lawful obligations when interacting at work? Bare Bones Consulting can design and run professional development sessions on any workplace topic you need. Our programs have impact, are interactive and offer tangible return on your investment. Check out our Case Studies page for examples of genuine results we’ve delivered for our valued clients.

  • PO Box 3956,
    Burleigh Town 4220,
    Queensland
  • 07 5576 4693
  • 0401 279 065
  • Bare Bones Consulting

Contact Us

Give Bare Bones Consulting a call to discuss our range of HR services to help your business succeed.

Even if you elect to not proceed after our first complimentary consultation you’ll be in a better position to know what’s possible.

We believe our approach to HR is unique... but then again, so is your business.