On 6 March 2023 amendments to the Fair Work Act 2009 took effect. Sexual harassment in connection with work is now prohibited under s.527D of the Fair Work Act (FWA), in addition to being prohibited under the Sex Discrimination Act 1984. The FWA now prohibits sexual harassment of a worker in a business or undertaking, a person seeking to become a worker in a particular business or undertaking and a person conducting a business or undertaking. ‘Worker’ has the same meaning as in the Work Health and Safety Act 2011 and includes an employee, a contractor, a subcontractor, an outworker, an apprentice, a trainee, a student gaining work experience or a volunteer. An employer will be vicariously liable to the actions of their employees and agents unless they can prove that they took all reasonable steps to prevent the sexual harassment. A person who has been sexually harassed may apply to the Fair Work Commission to either make a stop sexual harassment order or to otherwise deal with the dispute. If the application is made more than 2 years after the alleged sexual harassment took place, the Fair Work Commission has the discretion to dismiss the application. Together with the introduction in December 2022 of a positive duty on employers to eliminate unlawful sex discrimination (including sexual harassment), this amendment is a product of the Respect@Work Report (2020) of the Australian Human Rights Commission. These reforms confirm the message being clearly given to Australian employers by Government (who represent the community at large) that they need to be on the front foot to prevent and respond to sexual harassment. If they fail to act, in addition to the many harms caused by sexual harassment, employers will find their reputations and their hip-pocket at considerable risk.