Camp Fire Academy
Learning path
UI/UX Design Foundations UI/UX Design Intermediate Advanced UX Strategy
Specialisations
Fintech & Banking UI/UX UI/UX with AI Training UX for Leaders Design Thinking
Most requested
AI for Workplace Productivity Excel for Business Power BI & Business Intelligence Cybersecurity Awareness PDPA Compliance Data Protection Officer Browse the full catalogue →
For teams
Corporate & In-House Training LMS & Self-Paced Learning Events Verify a Certificate
Company
About Contact WhatsApp

Anti-Sexual Harassment Policy & Training

A practical one-day programme covering an employer's obligations on sexual harassment under the Anti-Sexual Harassment Act 2022 and the Employment Act 1955. The programme goes past awareness slides into the parts organisations get wrong: the mandatory workplace notice, a policy that is actually enforceable, and a complaint investigation that survives scrutiny.

Programme Agenda

The Legal Landscape: Act 840 and the Employment Act
How the Anti-Sexual Harassment Act 2022 and the sexual harassment provisions of the Employment Act 1955 work together. What the Tribunal for Anti-Sexual Harassment means for employers, and where an organisation's exposure actually sits.

Defining Sexual Harassment in the Malaysian Workplace
Verbal, non-verbal, visual, psychological and physical conduct. Quid pro quo versus hostile working environment. Working through borderline scenarios so participants can tell the difference between poor conduct, misconduct, and harassment.

Mandatory Employer Obligations
The statutory duty to display a notice raising awareness on sexual harassment at the workplace, the duty to inquire into complaints, and the consequences of failing to act. What an inspector or tribunal would expect to see on file.

Building a Compliant Policy
Drafting a policy that holds up: scope, definitions, prohibited conduct, reporting channels, confidentiality, protection against retaliation, and disciplinary consequences. Common drafting gaps that make a policy unenforceable.

Complaint Handling and Investigation Procedure
Receiving a complaint, preserving confidentiality, appointing an impartial investigator, interviewing complainant, respondent and witnesses, weighing evidence on the balance of probabilities, and documenting findings defensibly.

Practical Workshop: Investigation Simulation
Working from a realistic complaint file, participants plan an inquiry, draft interview questions, identify procedural fairness risks, and produce a findings summary. Structured debrief on what would have failed under scrutiny.

Manager and Bystander Responsibilities
What supervisors must do the moment a concern is raised, how to respond to an informal disclosure, and how to avoid the two most common failures: dismissing the complaint, or promising an outcome you cannot deliver.

Learning Outcomes:
Apply the Anti-Sexual Harassment Act 2022 and Employment Act obligations to your own workplace.
Identify sexual harassment accurately and distinguish it from general misconduct.
Confirm your organisation meets the mandatory workplace notice and inquiry duties.
Draft or review an anti-sexual harassment policy that is enforceable in practice.
Run a confidential, procedurally fair investigation and document it defensibly.
Equip managers to respond correctly the first time a concern is raised.

Fee: RM 1,750 per participant
Duration: 1 Day (8 Hours)
Training Hours: 9:00 AM to 5:00 PM
Level: Beginner to Intermediate
Training Mode: Physical, Online, or Hybrid
HRD Corp SBL-KHAS Claimable
Certificate of Completion included

Frequently Asked Questions

HR practitioners, line managers, supervisors, company directors, and members of any internal complaints or disciplinary committee. Organisations often send the whole management layer, since the statutory duty to inquire falls on the employer, not on HR alone.

Employers carry statutory obligations relating to sexual harassment, including displaying a workplace notice to raise awareness and inquiring into complaints they receive. Training is the practical way most organisations discharge and evidence those duties, and it materially strengthens your position if a complaint is ever escalated.

Yes. Participants receive an anti-sexual harassment policy template, a complaint form, an investigation checklist, and an interview question framework. These are starting points to be adapted to your organisation and confirmed with your own legal adviser.

We recommend splitting them. Managers and committee members need the investigation and decision-making content, while general staff need awareness, reporting routes, and bystander response. We can run a shorter all-staff awareness session alongside the full programme.

Yes, this programme is HRD Corp SBL-KHAS claimable. Our team can assist your HR department with the documentation required for the grant application.

Yes. Any programme can be booked as a team day. Everyone works the same brief together, so your people come away having built something and knowing each other better.

If you are claiming under HRD Corp, the session has to fall at least 14 days after your HRD Corp approval. If you are not claiming, the date is flexible and we work around your calendar.

Put them on the self-paced e-learning instead. Your team works through the modules on our LMS in their own time, sits the assessment, and earns the same certificate, so nobody has to clear a full day together.