Policy: Address workplace harassment (including sexual harassment and bullying) in company policies and procedures. The policy should clearly identify what constitutes harassment, the consequences if an employee engages in harassment and provide a specific complaints procedure.

Effective complaints procedure: Implement a complaints procedure specifically for workplace harassment issues, because these issues are different to other workplace grievances.

Training: Train mangers to identify workplace harassment and respond appropriately to complaints and issues of workplace harassment. Managers should also receive appropriate training and guidance on performance counselling.

Appropriate action: Be aware of the warning signs of workplace harassment and respond promptly. Do not ‘turn a blind eye’ to workplace harassment, as this may increase an employer's potential liability.

Supervision and monitoring of the workplace: Managers and supervisors should actively monitor and supervise the workplace to ensure workplace harassment is not occurring. Without such monitoring and supervision there is a risk of a culture of workplace harassment going unnoticed.

Audits and employee consultation: Employers may consider conducting a review or audit of areas where workplace harassment might arise. Employers may also consider conducting employee surveys, to determine whether workplace harassment is an issue in its workplace.

Commitment to harassment-free workplace: It is important for employers to communicate to employees a commitment to addressing workplace harassment. This assists in creating an environment where employees feel confident raising issues of harassment, thus minimising motivation for employees to turn to external remedies.