Respectful workplace policy template
A free, ready-to-edit respectful workplace policy template for Australian businesses. Set clear standards for professional conduct, foster an inclusive culture and give people a safe way to report concerns — no signup required.
Respectful workplace policy
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By downloading, you agree to our template disclaimer
This respectful workplace policy template reflects Australian work health and safety and Respect@Work standards at the time of publication and is provided as a general guide to adapt for your business. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why your workplace needs a respectful workplace policy
A respectful workplace policy sets out what professional, courteous conduct looks like — and makes clear that bullying, discrimination and sexual harassment will not be tolerated. Where a harassment policy focuses on the line you must not cross, a respectful workplace policy is the positive, values-based standard you want everyone to meet.
It sets clear expectations, prevents legal liabilities and defines responsibilities for both staff and management. Under the Respect@Work framework, Australian employers have a positive duty to take reasonable steps to prevent sexual harassment — a documented policy is part of meeting it. The policy works alongside your harassment & bullying policy and equal opportunity policy.
Store the policy and capture acknowledgements in your HR software, and reinforce it with regular training so a respectful culture is something the whole team owns.
What a respectful workplace policy should cover
The core objectives of a positive, inclusive culture
Zero tolerance
A clear statement that discrimination, harassment and bullying will not be condoned.
Inclusivity
A safe, welcoming and diverse culture where everyone feels valued.
Professional conduct
Courteous, professional interactions with colleagues, clients and stakeholders.
Active bystandership
Calling out or reporting unacceptable behaviour rather than enabling it.
Grievance procedures
A clear, confidential framework for reporting and resolving concerns.
Reasonable management action
Distinguishing fair supervision from bullying or harassment.
What's included in this template
A complete framework for a respectful, inclusive workplace
Purpose & scope
The commitment to respect and who the policy applies to.
Expected standards
Professional conduct, inclusive language and respect for boundaries.
Unacceptable behaviour
Bullying, discrimination and harassment that will not be tolerated.
Staff responsibilities
Professional conduct, active bystandership and respecting boundaries.
Manager responsibilities
Proactive prevention, fair response and ongoing training.
Reporting & grievances
How to raise a concern confidentially and how it's handled.
Reasonable management action
Why fair supervision and feedback are not bullying.
Support & resources
Where staff can go for help and further information.
Review & acknowledgement
Policy maintenance and employee sign-off.
Building respect into everyday work
Shared responsibilities make the policy real
Encourage active bystanders
A respectful culture depends on people calling out or reporting unacceptable behaviour rather than enabling it. Set the expectation clearly, and make sure staff know how to step in safely and where to report what they see.
Meet the positive duty
Under the Respect@Work framework, employers must take reasonable and proportionate steps to prevent sexual harassment. A documented policy, regular training and a clear reporting path are core parts of meeting that positive duty.
Who is responsible for what
All staff
Courteous, professional conduct and respect for others' boundaries.
Bystanders
Addressing or reporting unacceptable behaviour rather than ignoring it.
Managers
Proactive prevention and fair, empathetic handling of complaints.
Training
Keeping the policy accessible and staff regularly trained on it.
The policy should clearly distinguish unacceptable behaviour from reasonable management action — constructive feedback, reallocating work and legitimate disciplinary action are not bullying when done reasonably and equitably.
Pair the policy with a clear, confidential grievance process so concerns can be raised safely — see our guide on how to handle a workplace complaint. The Fair Work Ombudsman and Respect@Work provide further guidance on your legal obligations.
Who should use this template?
Every employer benefits from a clearly stated standard of respect
Especially valuable in fast-growing or high-pressure teams where culture needs reinforcing.
Compliance resources
Official guidance on respectful, harassment-free workplaces.
Build the culture, keep the records
RosterElf helps Australian businesses store policies, capture employee acknowledgements at onboarding and keep an audit trail — all in one place.
Related reading
Strengthen day-to-day workplace culture
Related templates
Round out your conduct and culture framework
Harassment & bullying policy
Set a zero-tolerance framework with a clear complaint process.
View templateEqual opportunity policy
Support fair, merit-based treatment free from discrimination.
View templateCode of conduct policy
The overarching behavioural standards for your workplace.
View templateRespectful workplace policy FAQ
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A respectful workplace policy is a formal document that sets out an organisation’s expectations for professional conduct. It defines and prohibits behaviours like bullying, discrimination and sexual harassment, while giving employees safe, structured ways to report incidents and seek support. It’s the positive counterpart to a harassment policy.
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They overlap and work together. A harassment & bullying policy focuses on defining and prohibiting unacceptable behaviour and the complaint process. A respectful workplace policy takes a broader, positive, values-based view — setting the standard of courteous, inclusive conduct you want everyone to meet, including active bystandership. Many businesses use both.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.