anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.8
Omit discrimination involving harassment on the ground of sex.
1 Title
Prohibits discrimination involving harassment on the ground of sex.
Eliminate discrimination involving hostile workplace environments on the ground of sex.
2 After paragraph 3(c)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.9
28M Hostile workplace environments
Subjecting another person to a hostile workplace environment on the ground of sex is unlawful.
28M(1) Hostile workplace environments
The provision applies to all time periods.
Defines the temporal interval for which the prohibition applies.
(1) It is unlawful for a person to subject another person to a workplace environment that is hostile on the ground of sex.
The provision classifies the behavior as unlawful.
Classifies the provision as a prohibition using artificial intelligence.
It is unlawful for a person to subject another person to a workplace environment that is hostile on the ground of sex.
Prohibits subjecting another person to a hostile workplace environment.
The provision diffuses to all workplaces.
Diffuses the prohibition to all relevant entities.
The provision applies to all workplaces.
Defines the recurring trace for which the prohibition applies.
Subjecting another person to a hostile workplace environment on the ground of sex.
28M(2) Hostile workplace environments
...if: ... (c) a reasonable person, having regard to all the circumstances, would have anticipated the possibility of the conduct resulting in the workplace environment being offensive, intimidating or humiliating to a person of the sex of the second person by reason of:
Defines temporal interval for hostile workplace environments.
(2) A person (the first person) subjects another person (the second person) to a workplace environment that is hostile on the ground of sex...
Implies application to hostile workplace environments.
Prohibits hostile workplace environments on the ground of sex.
Diffuses application to hostile workplace environments.
Defines recurring trace for hostile workplace environments.
Consider seriousness, continuity, role, and other circumstances when assessing hostile workplace environments.
28M(3) Hostile workplace environments
Conduct is between serious and not serious
Consider role, influence, or authority of person engaging in conduct
(c) the role, influence or authority of the person engaging in the conduct;
(b) whether the conduct was continuous or repetitive;
Making a statement constitutes conduct in a hostile workplace environment.
28M(4) Hostile workplace environments
Subclass relationship for descriptive terms.
Defines workplace as in Work Health and Safety Act 2011.
3 Subsection 4(1)
The definition of workplace is related to the Work Health and Safety Act 2011.
Workplace has the same meaning as in the Work Health and Safety Act 2011.
The definition of workplace implies regulation by the Work Health and Safety Act 2011.
The definition of workplace implies regulation by AI, such as the Work Health and Safety Act 2011.
Workplace is defined as in Work Health and Safety Act 2011.
The definition of workplace diffuses to related regulations, such as the Work Health and Safety Act 2011.
Definition spreads to related regulations
4 After section 8
5 At the end of Division 3 of Part II
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.10
Subjecting a person to a workplace environment that is hostile on the ground of sex is prohibited.
6 At the end of paragraphs 48(1)(gaaa), (gaa) and (gc)
Workplace environment must not be hostile for 2 or more reasons
8A Workplace environment that is hostile for 2 or more reasons
Prohibits hostile workplace environments
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.11
Insertion of 'work health and safety' after 'deals with'
1 Subsection 10(2)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.14
Allegation of contravention of a provision of Part IIA
10 After paragraph 94(2)(g)
Modify paragraph numbering in a specific subsection.
11 Subsection 94(2)
12 Subsection 94(3)
13 At the end of section 110
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.15
Positive duty in relation to sex discrimination means section 47C of the Sex Discrimination Act 1984.
14 Subsection 3(1)
section 47C of the Sex Discrimination Act 1984
Describes the scope of the positive duty
section 47C of the Sex Discrimination Act 1984 implies sex discrimination
Insert functions conferred on Commission by section 35A
15 After paragraph 11(1)(d)
16 After Division 4 of Part II
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.16
Defines compliance notice and Regulatory Powers Act.
17 Subsection 3(1)
Establishes a class hierarchy for regulatory powers.
18 Subsection 8(6)
19 Subsection 8(6)
Prohibit claims for workers compensation
2 Paragraph 10(4)(b)
Prohibits claims for workers compensation
20 After subsection 11(3)
No inquiry into intelligence agency's compliance with positive duty in relation to sex discrimination.
20(3A) After subsection 11(3)
Inquiry into compliance is prohibited during a specific period
Prohibition on inquiry into compliance with positive duty
Duty to refer non-compliance to Inspector-General
20(3B) After subsection 11(3)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.17
Delegation of power under certain sections is restricted to specific individuals.
21 After subsection 19(2C)
...a person other than a member of... SES employee or acting SES employee...
Specifies the temporal intervals for delegation
Restricts delegation to specified individuals
Inquire into compliance with positive duty in relation to sex discrimination.
22 After paragraph 35A(c)
Positive duty in relation to sex discrimination
23 At the end of Division 4A of Part II
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.23
Insertion of section 35D after section 33
24 Subsection 36(9)
25 Section 49B
26 Subsection 3(1)
section 47C of the Sex Discrimination Act 1984 is between positive duty in relation to sex discrimination relating to section 47C of the Sex Discrimination Act 1984
Establishes a temporal relationship between the duty and its content
Specifies the subject matter of the duty
positive duty in relation to sex discrimination relating to section 47C of the Sex Discrimination Act 1984
Establishes a causal link between the duty and its content
Positive duty at request of Attorney-General or Minister
27 At the end of subsection 8(1)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.24
Duty to inquire into compliance with sex discrimination
28 At the end of subsection 8(2)
The inquiry occurs during the request for an inquiry
The Attorney-General or the responsible Minister requests an inquiry
The inquiry is processed by the CogAI system
The Inspector-General inquires into a matter
Inspector-General has a duty to inquire into compliance with sex discrimination
The inquiry diffuses into the inspector-general's own motion
The inquiry is a recurring trace of compliance with sex discrimination
Positive duty to comply with sex discrimination
29 At the end of subsection 8(3)
Obligation to comply with sex discrimination
3 Subsection 11(2)
Insertion of clause (d) after paragraph (2)(a)
30 Subsection 8(4)
Commission's functions related to positive duty in relation to sex discrimination
35A Functions of Commission relating to positive duty in relation to
Commission must have regard to guidelines and cultural diversity in performing its functions.
35AA Performance of functions relating to positive duty in relation
Must have regard to guidelines and cultural diversity.
35B Performance of inquiry function relating to positive duty in
Commission may inquire into compliance with positive duty in relation to sex discrimination.
35B(1) Performance of inquiry function relating to positive duty in
Act fairly in the performance of the function referred to in paragraph 35A(d).
35B(2) Performance of inquiry function relating to positive duty in
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.18
35C Commission to notify person and give opportunity for making
written notice stating grounds on which inquiry commenced
Commission must notify person and give opportunity for making
35C(1) Commission to notify person and give opportunity for making
Commission must give person opportunity to comply with sex discrimination duty
35C(2) Commission to notify person and give opportunity for making
Application of certain provisions of Division 3 to Commission functions
35D Application of certain provisions of Division 3
Applying provisions to Commission functions
Commission must notify person of finding and reasons for finding.
35E Notification of findings and recommendations
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.19
35F Giving of compliance notice
The President must give a written notice to a person not complying with the positive duty in relation to sex discrimination.
35F(1) Giving of compliance notice
The President has a duty to give a written notice.
Notice must be given to a person with specified details and actions.
35F(2) Giving of compliance notice
Notice must not be given unless undertaking is withdrawn, cancelled or expired.
35F(3) Giving of compliance notice
If undertaking exists, then notice must not be given.
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.20
35G Reconsideration of compliance notice
35G(1) Reconsideration of compliance notice
Request for reconsideration of compliance notice must be made in writing and given to the President within 21 days.
35G(2) Reconsideration of compliance notice
President must reconsider compliance notice on request or initiative
35G(3) Reconsideration of compliance notice
Conditional commencement of reconsideration
Reconsideration of compliance notice upon request
35G(4) Reconsideration of compliance notice
(4) The President may reconsider a compliance notice given to a person without receiving a request if satisfied there is sufficient reason to do so.
Must act expeditiously in reconsidering a compliance notice.
35G(5) Reconsideration of compliance notice
Must affirm, vary or revoke a compliance notice after reconsideration.
35G(6) Reconsideration of compliance notice
Must provide written notice of decision with reasons
35G(7) Reconsideration of compliance notice
Delegate must not have been involved in giving the compliance notice and hold a position of at least the same level as the person who gave the notice.
35G(8) Reconsideration of compliance notice
Delegate must hold a position or perform duties that overlap with the person who gave the notice.
(8) If the President's functions under this section are performed by a delegate of the President...
Delegate cannot have been involved in giving the compliance notice.
Delegate must hold a position of at least the same level as the person who gave the notice.
Delegate must diffuse the responsibility to hold a position or perform duties with the person who gave the notice.
Delegate must hold a position or perform duties that recur with the person who gave the notice.
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.21
35H Review of compliance notice
35H(1) Review of compliance notice
Has the right to review compliance notice
Application must be made within a certain timeframe after receiving a compliance notice.
35H(1A) Review of compliance notice
Application must be made within the specified timeframe.
Court may stay operation of compliance notice.
35H(2) Review of compliance notice
Court may confirm, vary or cancel a compliance notice.
35H(3) Review of compliance notice
Court has an obligation to review and act on the compliance notice.
The President may apply for an order if a person has not complied with a compliance notice.
35J Enforcement of compliance notice
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.22
35K Enforceable undertakings
35K(1) Enforceable undertakings
President is an authorised person in relation to section 47C of the Sex Discrimination Act 1984.
35K(2) Enforceable undertakings
The President is an authorised person in relation to section 47C of the Sex Discrimination Act 1984.
There is a duty on the State to comply with this authorisation.
Section 47C of the Sex Discrimination Act 1984 is a valid authorisation.
Authorisation recognised in section 47C of the Sex Discrimination Act 1984
in relation to section 47C of the Sex Discrimination Act 1984.
Section 47C of the Sex Discrimination Act 1984 is affected by this authorisation.
Authorisation diffuses to section 47C of the Sex Discrimination Act 1984
Delegation of powers and functions to a staff member
35K(3) Enforceable undertakings
SES employee and acting SES employee are defined...
Defines the temporal intervals for SES employees
(a) an SES employee; or (b) an acting SES employee;
The President may, in writing, delegate...
Justifies the delegation of powers and functions based on SES employee status
(a) an SES employee; or (b) an acting SES employee; or (c) classified as Executive Level 2 or equivalent;
Imposes a duty on the President to delegate powers and functions
(3) The President may, in writing, delegate...
List of courts relevant to section 47C of the Sex Discrimination Act 1984 for enforcing enforceable undertakings.
35K(4) Enforceable undertakings
The President may publish an undertaking on the Commission's website.
35K(5) Enforceable undertakings
Part 6 of the Regulatory Powers Act applies to every external Territory.
35K(6) Enforceable undertakings
Part of the Regulatory Powers Act applies to every external Territory.
Prohibit claims for workers' compensation.
4 Paragraph 11(4)(b)
Prohibits claims for workers' compensation.
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.12
Employer must take reasonable measures to eliminate discriminatory conduct.
47B Simplified outline of this Part
47C Duty to eliminate unlawful sex discrimination etc.
Employer or business person must take measures to eliminate unlawful sex discrimination.
47C(1) Duty to eliminate unlawful sex discrimination etc.
Employer or business person must take measures.
Duty to eliminate unlawful sex discrimination etc.
47C(2) Duty to eliminate unlawful sex discrimination etc.
Obligation to eliminate unlawful sex discrimination
47C(3) Duty to eliminate unlawful sex discrimination etc.
47C(4) Duty to eliminate unlawful sex discrimination etc.
Obligation to eliminate unlawful sex discrimination etc.
47C(5) Duty to eliminate unlawful sex discrimination etc.
State has obligation to eliminate unlawful sex discrimination etc.
Insertion of allegation about contravention of Part IIA provision
5 After paragraph 47A(2)(g)
Modify paragraph numbering in subsection 47A(2)
6 Subsection 47A(2)
Omit specific phrase from subsection (3)
7 Subsection 47A(3)
8 After Part II
9 At the end of section 85
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.25
1 Subsection 3(1)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.27
Omit 'or section 32A', substitute ', section 32A or subsection 35Q(1)'
10 Section 46
2 Subsection 8(6)
3 Subsection 8(6)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.26
35L Functions of Commission relating to systemic discrimination
Commission's functions include inquiring into systemic discrimination and performing related tasks.
35L(1) Functions of Commission relating to systemic discrimination
Commission has a function to inquire into systemic discrimination.
Definition of systemic unlawful discrimination
35L(2) Functions of Commission relating to systemic discrimination
...systemic unlawful discrimination means...
Requires temporal intervals for analysis
systemic unlawful discrimination means...
...and (b) is continuous, repetitive or forms a pattern.
Commission may perform functions upon request or deemed desirable
35M Performance of functions relating to systemic discrimination
Sections 21, 22, 23 and 24 apply in relation to the functions of the Commission set out in section 35L.
35N Application of certain provisions of Division 3
Imposes an obligation on the Commission.
Commission must give a reasonable opportunity to a person to make submissions before making an adverse finding.
35P Commission to give opportunity for making of submissions
The Commission must give an opportunity between [start] and [end].
Temporal interval of reasonable opportunity
A reasonable opportunity is a temporal interval during which the person can make submissions.
Temporal interval of reasonable opportunity (CogAI)
The Commission MUST give a reasonable opportunity to the person.
Commission must not make an adverse finding without giving a reasonable opportunity.
Temporal interval of reasonable opportunity (Diffusion)
Temporal interval of reasonable opportunity (LTL)
35Q Reports
Commission may report to Minister or publish a report on inquiry.
35Q(1) Reports
Commission has the power to report or publish.
Commission may include recommendations in its report.
35Q(2) Reports
Omit 'and 32A', substitute ', 32A and 35Q'
4 Subsection 8(6A)
Insert functions conferred on Commission by section 35L
5 Before paragraph 11(1)(e)
Commission does not inquire into systemic unlawful discrimination or suspected systemic unlawful discrimination of an intelligence agency.
6 After subsection 11(3)
Prohibits inquiry into systemic unlawful discrimination or suspected systemic unlawful discrimination of an intelligence agency.
7 Subsection 11(4)
8 Before Division 5 of Part II
9 Subsection 36(9)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.28
2 Before subsection 46PO(1)
3 Subsection 46PO(1)
4 Subsection 46PO(1) (note)
Application may be made by affected persons or a person/trade union on behalf of others in relation to a terminated complaint.
5 After subsection 46PO(2)
Permission to apply for a terminated complaint.
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.29
6 After subsection 46PO(3A)
Applicant must include a reference to the person on whose behalf the application is made, excluding those who have opted out.
7 After subsection 46PO(4)
Must provide a reference to the person on whose behalf the application is made.
8 After section 46PO
No representative application without written consent of all parties involved. Right to opt out of separate applications
8(1) After section 46PO
(written consent of all parties involved) → (representative application made)
(representative application made) ⊆ (written consent of all parties involved)
(representative application made) ∧ (written consent of all parties involved)
(representative application made) ∧ (written consent of all parties involved) → False
(representative application made) → False
(representative application made) ¬ (written consent of all parties involved)
Court must fix a date for opting out of proceeding. Separate applications may not be made
8(2) After section 46PO
Opt-out of proceeding by written notice to court.
8(3) After section 46PO
Court may fix another date to extend opt-out period.
8(4) After section 46PO
Prevents commencement of proceeding before specified date without court leave.
8(5) After section 46PO
Cannot settle or discontinue a proceeding without court approval.
8(6) After section 46PO
Settlement/discontinuation occurs before court approval.
Temporal interval between settlement/discontinuation and court approval
(6) A proceeding commenced by a representative application may not be settled or discontinued without the approval of the court concerned.
Prohibition on settlement or discontinuation
Classification as a prohibition using CogAI
No settlement or discontinuation without court approval.
Prohibition of settlement or discontinuation
Settlement/discontinuation implies court approval in a diffusion context.
Implication of prohibition on settlement or discontinuation in a diffusion context
Settlement or discontinuation implies court approval.
Implication of prohibition on settlement or discontinuation
Court may make orders regarding distribution of money paid under a settlement or into court.
8(7) After section 46PO
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.31
Continues to apply Division 1 of Part IIB of the Australian Human Rights Commission Act 1986 in relation to certain complaints and applications.
9 Application of amendments
Amendments overlap with Division 1 of Part IIB
Amendments imply Division 1 of Part IIB continues to apply
Division 1 of Part IIB is classified as continuing to apply
Division 1 of Part IIB continues to apply
Amendments propagate to Division 1 of Part IIB
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.32
1 Subsection 3(1) (definition of authority)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.35
Accountable authority must sign public report
10 Subsection 13(5)
Insertion of 'other than a Commonwealth company or Commonwealth entity' after 'relevant employer'
11 Subsection 13A(2)
Relevant employer must prepare a public report.
12 After subsection 13A(2)
Repeal section and substitute with new provision
13 Section 13B
Public report must be lodged within 2 months after the end of the period to which it relates.
13B When public reports are due
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.36
Substitute 'relevant period' for '2 months'
14 Section 17
Substitute 'must' for 'will' in a specific provision.
15 Subsection 19(1)
2 Subsection 3(1)
3 Subsection 3(1) (definition of governing body)
Substitute definition of relevant employer with section 4.
4 Subsection 3(1) (definition of relevant employer)
4 Meaning of relevant employer
4(1) Meaning of relevant employer
Registered higher education provider, natural person, body or association
Relevant employer does not include certain entities
4(2) Meaning of relevant employer
Definition of relevant employer for the purpose of the definition in subsection (1)
4(3) Meaning of relevant employer
Employer must continue to comply with the Act if number of employees falls below 80.
4(4) Meaning of relevant employer
The employer's obligation to comply with the Act overlaps with its temporary cessation as a relevant employer.
(4) If, at any time, an employer ceases to be a relevant employer because the number of employees of the employer falls below 100, this Act continues to apply to the employer as if the employer were a relevant employer unless and until the number of employees falls below 80.
Employer has an obligation to comply with the Act.
The state has an obligation to ensure that employers comply with the Act.
The employer's obligation to comply with the Act is conditional on its temporary cessation as a relevant employer.
5 Subsections 3(2) and (2A)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.34
The Act binds the Crown in certain jurisdictions.
5B Binding the Crown
6 After section 3
Relevant employer defined for this Act's effect
7 After subsection 5(11)
8 At the end of Part I
9 After subsection 13(3)
Employer must comply with subsection (3B) if relevant to law enforcement or security agency.
9(3A) After subsection 13(3)
Temporal interval for subsection (3B) is after subsection (3)
(3A) Subsection (3B) applies to a relevant employer that is a law enforcement or security agency (within the meaning of the Independent National Security Legislation Monitor Act 2010).
Employer not required to include sensitive information in public report.
9(3B) After subsection 13(3)
Prohibits disclosure of sensitive information.
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.37
1 Section 4 (after the paragraph beginning “It is unlawful to
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.40
Repeal paragraph of definition of unlawful discrimination
10 Subsection 3(1) (paragraph (e) of the definition of unlawful
Imposes prohibition on discriminatory practices
11 Part 2 (at the end of the heading)
12 At the end of Part 2
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.41
Substitute clause numbers in Racial Discrimination Act 1975
13 Section 122
Imposes a duty on the State to substitute clause numbers
14 Part II (at the end of the heading)
15 At the end of Part II
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.42
16 Section 105
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.43
Acts committed before commencement are treated as unlawful.
17 Application—pre-commencement acts of victimisation
(1) For the purposes of subsection 47A(1) of the Age Discrimination Act 2004...
(2) For the purposes of subsection 58A(1) of the Disability Discrimination Act 1992...
Continues previous definition of unlawful discrimination despite amendments.
18 Transitional—pre-commencement acts of victimisation
It is unlawful for a person to commit an act of victimisation against another person.
18AA Victimisation
(1) It is unlawful for a person to commit an act of victimisation against another person.
2 Part 4 (at the end of the heading)
Makes it unlawful to commit an act of victimisation against another person.
3 At the end of section 17
4 At the end of Part 4
47A Victimisation
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.39
5 Section 49
58A Victimisation
It is unlawful to commit an act of victimisation against another person.
58A(1) Victimisation
Implies the prohibition of victimisation.
Subjecting or threatening to subject another person to detriment on the ground that they have made a complaint or brought proceedings under this Act.
58A(2) Victimisation
The first person threatens to subject, or subjects, the other person to any detriment on the ground that they have made a complaint...
Requires the threat of victimisation to occur after the complaint is made.
(2) For the purposes of subsection (1), a person commits an act of victimisation...
The first person subjects, or threatens to subject, the other person to any detriment...
The first person threatens to subject, or subjects, the other person to any detriment...
Requires the threat of victimisation to occur before the complaint is made.
6 Subsections 51(1) and (2) (note)
7 Subsection 3(1) (paragraph (a) of the definition of unlawful
8 Subsection 3(1) (paragraph (ca) of the definition of unlawful
Omit '1992; or' and substitute '1992 (other than section 42).'
9 Subsection 3(1) (paragraph (d) of the definition of unlawful
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.47
Repeal paragraph if complaint lodged more than 24 months after alleged acts took place
1 Paragraph 46PH(1)(b)
Prohibition of lodging complaint more than 24 months after alleged acts took place
Complaint lodged more than 24 months after alleged acts took place
Substitute 'substantive equality' for 'equality of opportunity'
2 Paragraph 3(e)
3 Paragraph 28AA(1)(a)
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.6
1 Short title
1 Section 1
The Act is the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022.
12 December
13 December
Commencement rules for provisions in the Act.
2 Commencement
Schedule 1, effective one day after Royal Assent.
2 Section 2
3 Section 3
anti-discrimination-and-human-rights-legislation-amendment-respect-at-work-act-2022.pdf, p.7
Legislation in schedules is amended or repealed according to its terms.
3 Schedules
4 Section 4
4 Review of operation of amendments
The Minister must conduct an independent review of the operation of amendments.
4(1) Review of operation of amendments
Review of operation of amendments to consider effectiveness and capacity of Australian Human Rights Commission.
4(2) Review of operation of amendments
Conditional commencement of review after a certain period.
4(3) Review of operation of amendments
Describes the temporal interval for commencement of review.
Minister must receive written report from review persons within 9 months.
4(4) Review of operation of amendments
Minister must table report in each House of Parliament within 15 sitting days.
4(5) Review of operation of amendments
5 Section 5
6 Section 6
An Act to amend the law relating to discrimination, human rights and gender equality, and for other purposes
Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022