Preventing Sexual Harassment, Bullying & Power Harassment at Work
Your organisation has a harassment policy — but employees don't know what it covers, managers don't know how to handle a report, and the culture is quietly tolerating behaviours that are now a statutory employer obligation to prevent and investigate.
Participants understand their individual obligations under the EA 1955 anti-sexual harassment provisions, learn to identify and report harassment and bullying behaviours, and — for managers — gain the skills to investigate and respond in a way that is fair, confidential, and legally defensible. Organisations build a genuinely safer workplace, not just a compliant one on paper.
Key Outcomes
Define sexual harassment, bullying, and power harassment under Malaysian law and workplace policy
Identify prohibited behaviours including subtle forms of harassment that are often overlooked
Follow the correct reporting, investigation, and resolution process as required under EA 1955 (Amendment 2022)
Build a bystander response culture where colleagues take action rather than remain silent
What Makes it Different
Scenario-based learning using realistic Malaysian workplace situations — not textbook abstractions
Separate tracks for employees (awareness and reporting) and managers (investigation and response)
Internal Policy Review: participants assess their organisation's current harassment policy against statutory requirements
Can be delivered as an all-staff awareness session, a management investigation skills workshop, or both — with scenarios tailored to your workplace environment, culture, and existing policy framework.
An EA 1955 compliance obligation for all employers — delivered to organisations across sectors responding to the 2022 amendment requirements for mandatory harassment investigation procedures.