Dear Reader,

Just last week, the Federal government announced that breastfeeding will soon be established as a separate ground for discrimination.

Even though breastfeeding already falls within the current definition of sex discrimination, the Government plans to make breastfeeding a whole new ground to emphasise the fact that it is a protected attribute.

It also plans to introduce legislation that will prevent employees being discriminated against on the grounds of their family responsibilities.

The government have yet to announce exactly when these new measures (along with a number of other changes I will discuss in future Bulletins) will be introduced.

But they are coming…

How to make sure new changes to discrimination legislation won’t affect you

Before these changes are brought in, you should review your current policies and practices.

This will help you determine if the new legislation will impact the way you do business and will also help you avoid liability down the track.

You should ask yourself the following questions:

• What is your approach to dealing with employees who have family responsibilities?
• What is your approach to breastfeeding in the workplace?
• Are your approaches to these matters lawful?
• Do you have policies in place that outline your approach to these matters?

If you don’t already have sound, lawful policies in place, now would be a good time to introduce them.

That way you can get in before the legislation is officially brought in and minimise your chances of breaching it!

Check out Charles’ article below for a recap of the things you can never discriminate against an employee for.

Until next time…

Claire Berry
Workplace Bulletin

Tags: discrimination