Respect@Work paved the way for transformative legislative, regulatory, and cultural change across the Australian workforce with respect to sexual harassment. On 8 April 2021, the Government released its official response to Respect@Work, titled Roadmap for Respect: Preventing and Addressing Sexual Harassment in Australian Workplaces (Roadmap for Respect). All 55 of the Respect@Work report recommendations were agreed upon (in full, in part, or in principle) or noted. ‘The Kate Jenkins’ report, Respect@Work is a game changer. It is changing the very narrative that will drive the appropriate actions needed right across governments and across our society.’ The Hon Scott Morrison MP, Prime Minister, 8 April 2021. In June 2021, the Australian Government introduced the Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021, which gives effect to Respect@Work recommendations 16, 20, 21, 22, 29, and 30. Specifically, this Bill clarifies that harassing a person on the basis of sex is unlawful; broadens the scope of persons protected to include interns, volunteers and self-employed persons; clarifies that a complaint of victimisation can be considered as either a civil or criminal matter; extends the time frame for which a complaint can be made to the AHRC; clarifies that the Fair Work Commission (FWC) may make an order to stop sexual harassment; and clarifies that sexual harassment is a valid reason for dismissal. ‘This legislation is a considerable step in achieving greater safety and economic security for women across the whole of our society.’ Senator the Hon Michaelia Cash, Attorney-General, 24 June 2021. Implementing recommendation 14, the Respect@Work Council (the Council) was established in March 2021 by the Assistant Minister to the Attorney-General, Senator the Hon Amanda Stoker, and has to date convened twice, in March and May 2021. The Council is chaired by Commissioner Jenkins and brings together leaders from eight key government regulators and policy makers responsible for sexual harassment policies and complaints. The Council’s objective is to improve coordination, consistency, and clarity across existing legal and regulatory frameworks, to identify ways to promote safer workplaces, and to provide oversight of the implementation of key Respect@Work recommendations. The Council is supported by a Secretariat located within the Attorney-General’s Department. Partnerships to implement Respect@Work Under a Memorandum of Understanding (MoU) with the Attorney-General’s Department, the Commission is taking the lead on implementation of Respect@Work recommendations 2, 9, 34, 36, 37, 40, 48, and 52. Under the MoU, the Attorney-General’s Department will pay the Commission a total of $1,307,399 to achieve key deliverables including the development of education and training materials that will address the nature, drivers, and impacts of sexual harassment, as well as the rights and responsibilities of employers and workers with respect to sexual harassment. An online platform will also be developed that will deliver information, education, and resources to support all workplaces to prevent and respond to sexual harassment. The online platform is due to be completed and active within 12 months. Annual Report 2020–2021 Australian Human Rights Commission 41