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Recent legislation change affects your employment agreements 

On 13 June 2023 the Employment Relations (Extended Time for Personal Grievance for Sexual Harassment) Amendment Act 2023 (the Act) received Royal Assent and came into force.

What does this mean for you?

This change has extended the timeframe for employees to raise a personal grievance for sexual harassment from 90 days to 12 months from the alleged event occurring or when it came to the employee’s notice. All other personal grievances remain at 90 days.

Why do you need to change your employment agreements? 

All new employment agreements entered into (signed) from 13 June are required to reflect this change. There is no requirement to update current employment agreements, however, you are obliged to abide by this change, and you will need to update any policy which refers to the timeframe to raise a personal grievance.

Here at Stapleton Consulting, we are updating our employment agreement clause ‘Resolving Problems and Disagreements’ to capture this change.

If you have any policies that refer to personal grievances, please check in with us to ensure these remain fit for purpose.

Talking about personal grievances in general can sometimes be difficult.  If you need to update policies and talk to your team about this legislative change, then reach out to the Stapleton Consulting team.  We can help.  Email us via hello@stapleton.consulting or by phone 07 2420 447


Our disclaimer

I’d like to remind you that while this article provides commentary on an employment law topic, it should not be used as a substitute for legal or professional advice for specific situations. Please seek legal advice from your lawyer or a suitably qualified employment relations specialist for any questions about your workplace.