New workplace sexual harassment complaint options tool: a guide for workers and employers

A new Fair Work Commission tool helps people explore where to seek help about workplace sexual harassment. For employers and HR teams, its release is also a useful prompt to review how clearly your workplace explains complaint options.

What is the new complaint options tool?

Launched on 10 September 2026, the tool was developed by the Fair Work Commission with the Fair Work Ombudsman and Australian Human Rights Commission. It uses short questions to explain possible pathways, without asking for a detailed account of a person’s experience.

Open the free Fair Work Commission complaint options tool →

This is an external government resource. Synergy does not operate the tool or receive the answers you enter on the Commission’s website.

What can it help with?

The tool outlines national complaint options according to the help a person is seeking. It provides general guidance, not legal advice or a finding about what occurred. State and territory options may also apply. Different pathways have eligibility rules, time limits and possible outcomes, so obtain legal advice if you are unsure which to choose.

A workplace investigation and a complaint to a government agency serve different purposes. The Commission’s tool explains external options; it does not replace an employer’s assessment of the concern or an appropriate workplace response.

Five practical checks for employers and HR teams

Synergy suggests using this update as a prompt to check the following:

1. Make the pathways easy to find. Put links to relevant external agencies alongside your internal reporting information. Check that workers can access the information away from the office.
2. Give people a practical alternative. Explain who to contact if their usual manager is involved in the concern or they feel uncomfortable approaching that person.
3. Prepare the first response. Help managers listen without reaching conclusions, explain next steps and identify immediate safety or support needs.
4. Explain the process honestly. Describe who may need information, how it will be handled and when the person can expect an update. Avoid promising absolute confidentiality.
5. Check independence and fairness. Consider conflicts of interest, the seriousness of the allegations and the experience needed before deciding who should assess or investigate a matter.

The Australian Human Rights Commission’s positive duty guidance includes standards on support, reporting and response. Sharing a useful link is one practical step; it does not, by itself, establish compliance with the positive duty. Read the Commission’s guidance on the seven standards.

How Synergy can help

Synergy supports employers with independent sexual harassment investigations and internal investigation support. We can discuss the scope of a proposed investigation, potential conflicts and the approach to gathering and assessing evidence.

Contact our Australian team or call 1300 664 341 for an initial discussion. You can access the government tool directly without contacting Synergy.

Sources and further information

• Fair Work Commission launch announcement — 10 September 2026
• Workplace sexual harassment: what are my complaint options?

Australian information, checked 23 September 2026. This article is general information, not legal advice. If there is an immediate danger, call 000. For confidential sexual assault, domestic and family violence counselling and support, call 1800RESPECT on 1800 737 732.