Discrimination
(1) An employer must not take adverse action against a person who is an employee, or prospective employee, of the employer because of the person’s race, colour, sex, sexual orientation, breastfeeding, gender identity, intersex status, age, physical or mental disability, marital status, family or carer’s responsibilities, subjection to family and domestic violence, pregnancy, religion, political opinion, national extraction or social origin. Note: This subsection is a civil remedy provision (see Part 4‑1). (2) However, subsection (1) does not apply to action that is: (a) not unlawful under any anti‑discrimination law in force in the place where the action is taken; or (b) taken because of the inherent requirements of the particular position concerned; or (c) if the action is taken against a staff member of an institution conducted in accordance with the doctrines, tenets, beliefs or teachings of a particular religion or creed—taken: (i) in good faith; and (ii) to avoid injury to the religious susceptibilities of adherents of that religion or creed. (3) Each of the following is an anti‑discrimination law: (aa) the Age Discrimination Act 2004; (ab) the Disability Discrimination Act 1992; (ac) the Racial Discrimination Act 1975; (ad) the Sex Discrimination Act 1984; (a) the Anti‑Discrimination Act 1977 of New South Wales; (b) the Equal Opportunity Act 2010 of Victoria; (c) the Anti‑Discrimination Act 1991 of Queensland; (d) the Equal Opportunity Act 1984 of Western Australia; (e) the Equal Opportunity Act 1984 of South Australia; (f) the Anti‑Discrimination Act 1998 of Tasmania; (g) the Discrimination Act 1991 of the Australian Capital Territory; (h) the Anti‑Discrimination Act 1992 (NT).
Sourced from the Federal Register of Legislation at 17 May 2026. For the latest information on Australian Government law please go to https://www.legislation.gov.au. Verify the current text against the official source before relying on it.
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