Western Australia: Equal Opportunity Act 1984 (WA)

Western Australia Equal Opportunity Act 1984 Western Australia Equal Opportunity Act 1984 Contents Part I — Preliminary 1. Short title 1 2. Commencement 1 3. Objects 1 4. Terms used 1 5. Act done for 2 or more reasons 1 6. Act binds Crown 1 7. Inter‑governmental arrangements 1 Part II — Discrimination on ground of sex, marital status, pregnancy or breast feeding Division 1 — General 8. Discrimination on the ground of sex 1 9. Discrimination on the ground of marital status 1 10. Discrimination on the ground of pregnancy 1 10A. Discrimination on the ground of breast feeding 1 Division 2 — Discrimination in work 11. Discrimination against applicants and employees 1 12. Discrimination against commission agents 1 13. Discrimination against contract workers 1 14. Partnerships 1 15. Professional or trade organisations 1 16. Qualifying bodies 1 17. Employment agencies 1 Division 3 — Discrimination in other areas 18. Education 1 19. Access to places and vehicles 1 20. Goods, services and facilities 1 21. Accommodation 1 21A. Land 1 22. Clubs 1 23. Requesting or requiring provision of certain information 1 Division 4 — Discrimination involving sexual harassment 24. Sexual harassment in employment 1 25. Sexual harassment in education 1 26. Sexual harassment related to accommodation 1 Division 5 — Exceptions to Part II 27. Genuine occupational qualifications 1 28. Pregnancy or childbirth 1 29. Employment of married couple or partners in de facto relationship 1 30. Services for members of one sex 1 31. Measures intended to achieve equality 1 32. Accommodation provided for employees or students 1 33. Residential care of children 1 34. Insurance 1 35. Sport 1 Part IIAA — Discrimination on gender history grounds in certain cases Division 1 — General 35AA. Gender history 1 35AB. Discrimination on gender history grounds 1 Division 2 — Discrimination in work 35AC. Discrimination against applicants and employees 1 35AD. Discrimination against commission agents 1 35AE. Discrimination against contract workers 1 35AF. Partnerships 1 35AG. Professional or trade organisations 1 35AH. Qualifying bodies 1 35AI. Employment agencies 1 Division 3 — Discrimination in other areas 35AJ. Education 1 35AK. Access to places and vehicles 1 35AL. Goods, services and facilities 1 35AM. Accommodation 1 35AN. Land 1 35AO. Clubs 1 35AP. Discrimination in sport on gender history grounds 1 35AQ. Requesting or requiring provision of certain information 1 35AR. Superannuation schemes and provident funds 1 Part IIA — Discrimination on the ground of family responsibility or family status Division 1 — General 35A. Discrimination on the ground of family responsibility or family status 1 Division 2 — Discrimination in work 35B. Discrimination against applicants and employees 1 35C. Discrimination against commission agents 1 35D. Discrimination against contract workers 1 35E. Partnerships 1 35F. Professional or trade organisations 1 35G. Qualifying bodies 1 35H. Employment agencies 1 Division 3 — Discrimination in other areas 35I. Education 1 35J. Requesting or requiring provision of certain information 1 Division 4 — Exceptions to Part IIA 35K. Measures intended to meet special needs 1 35L. Accommodation provided for employees 1 35M. Identity of relative 1 Part IIB — Discrimination on ground of sexual orientation Division 1 — General 35O. Discrimination on the ground of sexual orientation 1 Division 2 — Discrimination in work 35P. Discrimination against applicants and employees 1 35Q. Discrimination against commission agents 1 35R. Discrimination against contract workers 1 35S. Partnerships 1 35T. Professional or trade organisations 1 35U. Qualifying bodies 1 35V. Employment agencies 1 Division 3 — Discrimination in other areas 35W. Education 1 35X. Access to places and vehicles 1 35Y. Goods, services and facilities 1 35Z. Accommodation 1 35ZA. Land 1 35ZB. Clubs 1 35ZC. Requesting or requiring provision of certain information 1 Division 4 — Exceptions to Part IIB 35ZD. Measures intended to achieve equality 1 Part III — Discrimination on the ground of race Division 1 — General 36. Racial discrimination 1 Division 2 — Discrimination in work 37. Discrimination against applicants and employees 1 38. Discrimination against commission agents 1 39. Discrimination against contract workers 1 40. Partnerships 1 41. Professional or trade organisations 1 42. Qualifying bodies 1 43. Employment agencies 1 Division 3 — Discrimination in other areas 44. Education 1 45. Access to places and vehicles 1 46. Goods, services and facilities 1 47. Accommodation 1 47A. Land 1 48. Clubs 1 49. Requesting or requiring provision of certain information 1 Division 3A — Discrimination involving racial harassment 49A. Racial harassment in employment 1 49B. Racial harassment in education 1 49C. Racial harassment related to accommodation 1 49D. Racial grounds 1 Division 4 — Exceptions to Part III 50. Genuine occupational qualifications 1 51. Measures intended to achieve equality 1 52. Citizenship 1 Part IV — Discrimination on the ground of religious or political conviction Division 1 — General 53. Discrimination on ground of religious or political conviction 1 Division 2 — Discrimination in work 54. Discrimination against applicants and employees 1 55. Discrimination against commission agents 1 56. Discrimination against contract workers 1 57. Partnerships 1 58. Professional or trade organisations 1 59. Qualifying bodies 1 60. Employment agencies 1 Division 3 — Discrimination in other areas 61. Education 1 62. Goods, services and facilities 1 63. Accommodation 1 64. Clubs 1 65. Requesting or requiring provision of certain information 1 Division 4 — Exceptions to Part IV 66. Exceptions to s. 54 to 56 1 Part IVA — Discrimination on the ground of impairment Division 1 — General 66A. Discrimination on ground of impairment 1 Division 2 — Discrimination in work 66B. Discrimination against applicants and employees 1 66C. Discrimination against commission agents 1 66D. Discrimination against contract workers 1 66E. Partnerships 1 66F. Professional or trade organisations 1 66G. Qualifying bodies 1 66H. Employment agencies 1 Division 3 — Discrimination in other areas 66I. Education 1 66J. Access to places and vehicles 1 66K. Goods, services and facilities 1 66L. Accommodation 1 66M. Clubs and incorporated associations 1 66N. Discrimination in sport on ground of impairment 1 66O. Requesting or requiring provision of certain information 1 66P. Superannuation schemes and provident funds 1 Division 4 — Exceptions to Part IVA 66Q. Exceptions to certain work related provisions in Div. 2 1 66R. Measures intended to achieve equality 1 66S. Genuine occupational qualifications 1 66T. Insurance 1 66U. Regulations 1 Part IVB — Discrimination on the ground of age Division 1 — General 66V. Discrimination on ground of age 1 Division 2 — Discrimination in work 66W. Discrimination against applicants and employees 1 66X. Discrimination against commission agents 1 66Y. Discrimination against contract workers 1 66Z. Partnerships 1 66ZA. Professional or trade organisations 1 66ZB. Qualifying bodies 1 66ZC. Employment agencies 1 Division 3 — Discrimination in other areas 66ZD. Education 1 66ZE. Access to places and vehicles 1 66ZF. Goods, services and facilities 1 66ZG. Accommodation 1 66ZH. Land 1 66ZI. Clubs and incorporated associations 1 66ZJ. Discrimination in sport on ground of age 1 66ZK. Requesting or requiring provison of certain information 1 66ZL. Superannuation schemes and provident funds 1 Division 4 — Exceptions to Part IVB 66ZM. Health and safety considerations 1 66ZN. Retirement 1 66ZO. Contracts with minors 1 66ZP. Measures intended to achieve equality 1 66ZQ. Genuine occupational qualifications 1 66ZR. Insurance 1 66ZS. Acts done under statutory authority 1 Part IVC — Discrimination on ground of publication of relevant details of persons on Fines Enforcement Registrar's website Division 1 — General 67A. Discrimination on ground of publication of relevant details on Fines Enforcement Registrar's website 1 Division 2 — Discrimination in work 67B. Discrimination against applicants and employees 1 67C. Discrimination against commission agents 1 67D. Discrimination against contract workers 1 67E. Professional or trade organisations 1 67F. Qualifying bodies 1 67G. Employment agencies 1 Division 3 — Discrimination in other areas 67H. Goods, services and facilities 1 67I. Accommodation 1 Part V — Other unlawful acts 67. Victimisation 1 68. Advertisements 1 Part VI — General exceptions to this Act 69. Acts done under statutory authority 1 70. Charities 1 71. Voluntary bodies 1 72. Religious bodies 1 73. Educational institutions established for religious purposes 1 74. Establishments providing housing accommodation for aged persons 1 Part VII — The Commissioner for Equal Opportunity Division 1 — Office of Commissioner 75. Commissioner for Equal Opportunity 1 76. Vacation of office 1 77. Existing rights etc. 1 78. Acting Commissioner 1 79. Staff 1 Division 2 — Functions of the Commissioner 80. General functions of Commissioner 1 81. Reference by the Minister to the Commissioner 1 82. Review of legislation, policies and practices 1 83. Making complaints to Commissioner 1 83A. Withdrawal and lapse of complaints 1 83B. Restrictions on multiple actions relating to sexual harassment in connection with work 1 84. Investigation of complaints by Commissioner 1 85. Application to Tribunal for interim order under s. 126 1 86. Power to obtain information and documents 1 87. Directions to attend compulsory conference 1 88. Compulsory conference 1 89. Commissioner may dismiss certain complaints 1 90. Commissioner to refer complaint to Tribunal if complainant so requires 1 91. Resolving complaints by conciliation 1 92. Representation in conciliation proceedings 1 93. Referring complaints to Tribunal 1 93A. Commissioner may assist complainants on appeal to Supreme Court 1 94. Delegation by Commissioner 1 95. Annual report 1 Part VIII — The Role of the State Administrative Tribunal Division 1 — Constituting the Tribunal 96. Presiding member 1 Division 2 — Functions 107. Jurisdiction of Tribunal 1 108. Commissioner's reference under s. 93(1) 1 113. Officer of Commissioner assisting Tribunal 1 114. Determining representative complaints 1 115. Matter to be considered in determining representative complaints 1 116. Amendment of complaint by Tribunal 1 117. Ordinary complaint not precluded by representative complaint 1 122. Tribunal may prohibit publication of evidence 1 123. Proof of exceptions 1 126. Interim orders 1 127. Decisions of Tribunal 1 134. Appeals 1 Division 3 — Power of Tribunal to grant exemptions 135. Tribunal may grant exemptions 1 136. Tribunal must publish decisions made under s. 135 1 137. Effect of exemption orders 1 Part IX — Equal opportunity in public employment Division 1 — General 138. Terms used 1 139. Application of Part IX 1 140. Objects of Part IX 1 141. Exercise of functions of authorities 1 Division 2 — The Director of Equal Opportunity in Public Employment 142. The Director 1 143. Functions of Director 1 144. Annual report of Director 1 Division 3 — Equal employment opportunity management plans 145. Preparation and implementation of management plans 1 146. Annual report to Director 1 147. Investigation by Director 1 149. Representation in investigation proceedings 1 150. Powers of Director on an investigation 1 151. Incriminatory statements 1 152. Conclusion of investigation 1 153. Direction to amend management plan 1 Part X — Miscellaneous 154. Effect of contravention of Act 1 155. Obstruction 1 156. Failure to provide actuarial or statistical data 1 157. Failure to attend conciliation proceedings or conference 1 158. Failure to furnish information or produce document 1 159. False or misleading information 1 160. Liability of persons involved in unlawful acts 1 161. Vicarious liability 1 162. Acts done on behalf of bodies 1 163. References to employer 1 164. Self‑incrimination 1 165. Particulars of certain complaints not to be communicated 1 166. Protection from civil actions 1 167. Non‑disclosure of private information 1 168. Information stored otherwise than in written form 1 169. Regulations 1 Notes Compilation table 1 Uncommenced provisions table 1 Other notes 1 Defined terms Western Australia Equal Opportunity Act 1984 An Act to promote equality of opportunity in Western Australia and to provide remedies in respect of discrimination on the grounds of sex, marital status, pregnancy, sexual orientation, family responsibility or family status, race, religious or political conviction, impairment, age, or publication of details on the Fines Enforcement Registrar's website, or involving sexual or racial harassment or, in certain cases, on gender history grounds. [Long title amended: No. 40 of 1988 s. 4; No. 74 of 1992 s. 4; No. 2 of 2000 s. 28; No. 3 of 2002 s. 46; No. 48 of 2012 s. 45.] Part I — Preliminary 1. Short title This Act may be cited as the Equal Opportunity Act 1984. 2. Commencement The provisions of this Act shall come into operation on such day or days as is or are respectively fixed by proclamation. 3. Objects The objects of this Act are — (a) to eliminate, so far as is possible, discrimination against persons on the ground of sex, marital status or pregnancy, family responsibility or family status, sexual orientation, race, religious or political conviction, impairment, age, publication of relevant details on the Fines Enforcement Registrar's website or, in certain cases, gender history in the areas of work, accommodation, education, the provision of goods, facilities and services and the activities of clubs; and (b) to eliminate, so far as is possible, sexual harassment and racial harassment in the workplace and in educational institutions and sexual harassment and racial harassment related to accommodation; and (c) to promote recognition and acceptance within the community of the equality of men and women; and (d) to promote recognition and acceptance within the community of the equality of persons of all races and of all persons regardless of their sexual orientation, religious or political convictions or their impairments or ages. [Section 3 amended: No. 40 of 1988 s. 5; No. 74 of 1992 s. 5; No. 2 of 2000 s. 28; No. 3 of 2002 s. 47; No. 48 of 2012 s. 46.] 4. Terms used (1) In this Act, unless the contrary intention appears — accommodation includes residential and business accommodation; age, in relation to a person, means chronological age of the person; charitable benefits means benefits for purposes that are exclusively charitable according to the law in force in Western Australia; club means an association (whether incorporated or unincorporated) of not less than 30 persons associated together for social, literary, cultural, political, sporting, athletic or other lawful purposes that — (a) provides and maintains its facilities, in whole or in part, from the funds of the association; and (b) sells or supplies liquor for consumption on its premises; commission agent means a person who does work for another person as the agent of that person and who is remunerated, whether in whole or in part, by commission; Commissioner means the Commissioner for Equal Opportunity appointed under section 75; committee of management in relation to a club, organisation or incorporated association, means the group or body of persons (however described) that manages the affairs of that club, organisation or incorporated association, as the case may be; complainant in relation to a complaint, means the person or each of the persons by whom that complaint is lodged; complaint means — (a) a complaint, whether or not a representative complaint, lodged under section 83; and (b) a matter referred to the Tribunal for inquiry as a complaint pursuant to section 107; contract worker means a person who does work for another person pursuant to a contract between the employer of the first‑mentioned person and that other person; Director means the Director of Equal Opportunity in Public Employment appointed under section 142; document includes any book, register or other record of information, however compiled, recorded or stored; educational authority means a body or person administering an educational institution; educational institution means a school, college, university or other institution at which education or training is provided; employment includes — (a) part‑time and temporary employment; and (b) work under a contract for services; and (c) work as a State employee; employment agency means any person who or body that, whether for payment or not, assists persons to find employment or other work or assists employers to find employees or workers; family responsibility or family status, in relation to a person, means — (a) having responsibility for the care of another person, whether or not that person is a dependant, other than in the course of paid employment; or (b) the status of being a particular relative; or (c) the status of being a relative of a particular person; Fines Enforcement Registrar means the Registrar appointed under the Fines, Penalties and Infringement Notices Enforcement Act 1994 section 7(1); functions includes powers, authorities and duties; gender reassigned person means a person who has been issued with a recognition certificate under the Gender Reassignment Act 2000 or a certificate which is an equivalent certificate for the purposes of that Act; impairment in relation to a person, means one or more of the following conditions — (a) any defect or disturbance in the normal structure or functioning of a person's body; or (b) any defect or disturbance in the normal structure or functioning of a person's brain; or (c) any illness or condition which impairs a person's thought processes, perception of reality, emotions or judgment or which results in disturbed behaviour, whether arising from a condition subsisting at birth or from an illness or injury and includes an impairment — (d) which presently exists or existed in the past but has now ceased to exist; or (e) which is imputed to the person; incorporated association means an association that is incorporated or deemed to be incorporated under the Associations Incorporation Act 2015; inquiry in relation to the Tribunal, means an inquiry referred to in section 107; institution of tertiary education means a university, college of advanced education or other institution at which tertiary education or training is provided, but does not include a technical and further education institution within the meaning assigned to that term in the Employment, Education and Training Act 1988 of the Commonwealth; man means a member of the male sex irrespective of age; marital status means the status or condition of being — (a) single; or (b) married; or (c) married but living separately and apart from one's spouse; or (d) divorced; or (e) widowed; or (f) the de facto partner of another person; near relative in relation to a person, means — (a) a parent, child, grandparent, grandchild, brother or sister of the person; or (b) the spouse or de facto partner of the first‑mentioned person or of a person referred to in paragraph (a); principal means — (a) in relation to a commission agent — a person for whom the commission agent does work as a commission agent; and (b) in relation to a contract worker — a person for whom the contract worker does work pursuant to a contract between the employer of the contract worker and that other person; private educational authority means a person or body administering an educational institution, not being a school, college, university or other institution established under the School Education Act 1999, the Vocational Education and Training Act 1996, or an Act of incorporation of a university or institute of technology; race includes colour, descent, ethnic or national origin or nationality and the fact that a race may comprise 2 or more distinct races does not prevent it being a race for the purposes of this Act; relative, in relation to a person, means a person who is related to the first‑mentioned person by blood, marriage, affinity or adoption and includes a person who is wholly or mainly dependent on, or is a member of the household of, the first‑mentioned person; relevant details, in relation to a person, has the meaning given in the Fines, Penalties and Infringement Notices Enforcement Act 1994 section 56C; representative complaint means a complaint lodged under section 83 by a person on behalf of the person and other persons or by 2 or more persons on behalf of themselves and other persons, and which is treated by the Tribunal as a representative complaint; respondent in relation to a complaint, means the person who is, or each of the persons who are, alleged to have done the act to which the complaint relates; services includes — (a) services relating to banking, insurance, superannuation and the provision of grants, loans, credit or finance; and (b) services relating to entertainment, recreation or refreshment; and (c) services relating to transport or travel; and (d) services of the kind provided by members of any profession or trade; and (e) services of the kind provided by a government (other than the assessment of an application for suitability for adoptive parenthood, or the placement of a child for adoption or with a view to the child's adoption, under the Adoption Act 1994), a government or public authority or a local government body; sexual orientation, in relation to a person, means heterosexuality, homosexuality, lesbianism or bisexuality and includes heterosexuality, homosexuality, lesbianism or bisexuality imputed to the person; State employee includes a member of the Police Force of Western Australia; Tribunal means the State Administrative Tribunal under the State Administrative Tribunal Act 2004; vehicle includes a ship and an aircraft; voluntary body means an association or other body (whether incorporated or unincorporated) the activities of which are not engaged in for the purpose of making a profit, but does not include — (a) a club; or (b) a body established by a law of the Commonwealth, or of a State or Territory of the Commonwealth; or (c) an association that provides grants, loans, credit or finance to its members; Western Australian law means — (a) an Act; or (b) a regulation, rule, local law or by‑law made under or pursuant to an Act; or (c) an order or award made under or pursuant to — (i) an Act; (ii) a regulation, rule, local law or by‑law referred to in paragraph (b); woman means a member of the female sex irrespective of age. (2) For the purposes of this Act, refusing or failing to do an act shall be deemed to be the doing of an act and a reference to an act includes a reference to a refusal or failure to do an act. (3) For the purposes of this Act, religious or political conviction shall be construed so as to include a lack or absence of religious or political conviction. (4) In determining what constitutes "unjustifiable hardship" for the purposes of Part IVA, all relevant circumstances of the particular case shall be taken into account including the nature of the benefit or detriment likely to accrue or be suffered by all persons concerned, the nature of the impairment of the person concerned and the financial circumstances and the estimated amount of expenditure required to be made by the person claiming unjustifiable hardship. [Section 4 amended: No. 40 of 1988 s. 6; No. 74 of 1992 s. 6; No. 14 of 1996 s. 4; No. 42 of 1996 s. 71(1); No. 36 of 1999 s. 247; No. 2 of 2000 s. 28; No. 3 of 2002 s. 48; No. 65 of 2003 s. 33; No. 55 of 2004 s. 303; No. 21 of 2008 s. 661; No. 48 of 2012 s. 47; No. 30 of 2015 s. 232.] 5. Act done for 2 or more reasons A reference in Part II, IIAA, IIA, IIB, III, IV, IVA, IVB or IVC to the doing of an act on the ground of a particular matter includes a reference to the doing of an act on the ground of 2 or more matters that include the particular matter, whether or not the particular matter is the dominant or substantial reason for the doing of the act. [Section 5 amended: No. 40 of 1988 s. 7; No. 74 of 1992 s. 7 and 40; No. 2 of 2000 s. 28; No. 3 of 2002 s. 49; No. 48 of 2012 s. 48.] 6. Act binds Crown This Act binds the Crown. 7. Inter‑governmental arrangements (1) The Minister may make an arrangement with a Minister of the Commonwealth for or in relation to — (a) the performance on a joint basis of functions relating to the promotion of the objects of this Act; or (b) the performance by this State or by an authority of this State on behalf of the Commonwealth of functions, including functions of the Human Rights Commission established by the Human Rights Commission Act 1981 2 of the Commonwealth, relating to the promotion of the objects of this Act. (2) An arrangement under this section may contain such incidental or supplementary provisions as the Minister and the Minister of the Commonwealth think necessary. (3) The Minister may arrange with the Minister of the Commonwealth for the variation or revocation of the arrangement. (4) An arrangement under this section, or the variation or revocation of such an arrangement, shall be in writing and a copy of each instrument by which an arrangement under this section has been made, varied or revoked shall be published in the Gazette. Part II — Discrimination on ground of sex, marital status, pregnancy or breast feeding [Heading amended: No. 2 of 2010 s. 4.] Division 1 — General 8. Discrimination on the ground of sex (1) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the sex of the aggrieved person if, on the ground of — (a) the sex of the aggrieved person; or (b) a characteristic that appertains generally to persons of the sex of the aggrieved person; or (c) a characteristic that is generally imputed to persons of the sex of the aggrieved person, the discriminator treats the aggrieved person less favourably than, in circumstances that are the same or are not materially different, the discriminator treats or would treat a person of the opposite sex. (2) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the sex of the aggrieved person if the discriminator requires the aggrieved person to comply with a requirement or condition — (a) with which a substantially higher proportion of persons of the opposite sex to the aggrieved person comply or are able to comply; and (b) which is not reasonable having regard to the circumstances of the case; and (c) with which the aggrieved person does not or is not able to comply. [Section 8 amended: No. 74 of 1992 s. 40.] 9. Discrimination on the ground of marital status (1) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the marital status of the aggrieved person if, on the ground of — (a) the marital status of the aggrieved person; or (b) a characteristic that appertains generally to persons of the marital status of the aggrieved person; or (c) a characteristic that is generally imputed to persons of the marital status of the aggrieved person, the discriminator treats the aggrieved person less favourably than, in circumstances that are the same or are not materially different, the discriminator treats or would treat a person of a different marital status. (2) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the marital status of the aggrieved person if the discriminator requires the aggrieved person to comply with a requirement or condition — (a) with which a substantially higher proportion of persons not of the same marital status as the aggrieved person comply or are able to comply; and (b) which is not reasonable having regard to the circumstances of the case; and (c) with which the aggrieved person does not or is not able to comply. [Section 9 amended: No. 74 of 1992 s. 40.] 10. Discrimination on the ground of pregnancy (1) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the pregnancy of the aggrieved person if — (a) on the ground of — (i) the pregnancy of the aggrieved person; or (ii) a characteristic that appertains generally to persons who are pregnant; or (iii) a characteristic that is generally imputed to persons who are pregnant, the discriminator treats the aggrieved person less favourably than, in circumstances that are the same or are not materially different, the discriminator treats or would treat a person who was not pregnant; and (b) the less favourable treatment is not reasonable in the circumstances. (2) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the pregnancy of the aggrieved person if the discriminator requires the aggrieved person to comply with a requirement or condition — (a) with which a substantially higher proportion of persons who are not pregnant comply or are able to comply; and (b) which is not reasonable having regard to the circumstances of the case; and (c) with which the aggrieved person does not or is not able to comply. [Section 10 amended: No. 74 of 1992 s. 40.] 10A. Discrimination on the ground of breast feeding (1) For the purposes of this Act a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of breast feeding if on the ground of — (a) the aggrieved person breast feeding or bottle feeding an infant or proposing to do so; or (b) a characteristic that appertains generally to persons who are breast feeding or bottle feeding; or (c) a characteristic that is generally imputed to persons who are breast feeding or bottle feeding, the discriminator treats the aggrieved person less favourably than, in circumstances that are the same or not materially different, the discriminator treats or would treat a person who was not breast feeding or bottle feeding. (2) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of breast feeding or bottle feeding if the discriminator requires the aggrieved person to comply with a requirement or condition — (a) with which a substantially higher proportion of persons who are not breast feeding or bottle feeding comply or are able to comply; and (b) which is not reasonable having regard to the circumstances of the case; and (c) with which the aggrieved person does not or is not able to comply. [Section 10A inserted: No. 2 of 2010 s. 5.] Division 2 — Discrimination in work 11. Discrimination against applicants and employees (1) It is unlawful for an employer to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) in the arrangements made for the purpose of determining who should be offered employment; or (b) in determining who should be offered employment; or (c) in the terms or conditions on which employment is offered. (2) It is unlawful for an employer to discriminate against an employee on the ground of the employee's sex, marital status, pregnancy or breast feeding — (a) in the terms or conditions of employment that the employer affords the employee; or (b) by denying the employee access, or limiting the employee's access, to opportunities for promotion, transfer or training, or to any other benefits associated with employment; or (c) by dismissing the employee; or (d) by subjecting the employee to any other detriment. (3) Nothing in subsection (1)(a) and (b) renders it unlawful for a person to discriminate against another person, on the ground of the other person's sex, in connection with employment to perform domestic duties on the premises on which the first‑mentioned person resides. [Section 11 amended: No. 2 of 2010 s. 6.] 12. Discrimination against commission agents (1) It is unlawful for a principal to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) in the arrangements the principal makes for the purpose of determining who should be engaged as a commission agent; or (b) in determining who should be engaged as a commission agent; or (c) in the terms or conditions on which the person is engaged as a commission agent. (2) It is unlawful for a principal to discriminate against a commission agent on the ground of the commission agent's sex, marital status, pregnancy or breast feeding — (a) in the terms or conditions that the principal affords the commission agent as a commission agent; or (b) by denying the commission agent access, or limiting the commission agent's access, to opportunities for promotion, transfer or training, or to any other benefits associated with the position as a commission agent; or (c) by terminating the engagement; or (d) by subjecting the commission agent to any other detriment. [Section 12 amended: No. 2 of 2010 s. 7.] 13. Discrimination against contract workers (1) It is unlawful for a principal to discriminate against a contract worker on the ground of the contract worker's sex, marital status, pregnancy or breast feeding — (a) in the terms or conditions on which the principal allows the contract worker to work; or (b) by not allowing the contract worker to work or continue to work; or (c) by denying the contract worker access, or limiting the contract worker's access, to any benefit associated with the work in respect of which the contract with the employer is made; or (d) by subjecting the contract worker to any other detriment. (2) Nothing in subsection (1) renders it unlawful for a person to discriminate against another person, on the ground of the other person's sex, in connection with work to perform domestic duties on the premises on which the first‑mentioned person resides. [Section 13 amended: No. 2 of 2010 s. 8.] 14. Partnerships (1) It is unlawful for 6 or more persons being persons who are proposing to form themselves into a partnership to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) in determining who should be invited to become a partner in the partnership; or (b) in the terms or conditions on which the person is invited to become a partner in the partnership. (2) It is unlawful for any one or more of the partners in a partnership consisting of 6 or more partners to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) in determining who should be invited to become a partner in the partnership; or (b) in the terms or conditions on which the person is invited to become a partner in the partnership. (3) It is unlawful for any one or more of the partners in a partnership consisting of 6 or more partners to discriminate against a partner in the partnership on the ground of the partner's sex, marital status, pregnancy or breast feeding — (a) by denying the partner access, or limiting the partner's access, to any benefit arising from being a partner in the partnership; or (b) by expelling the partner from the partnership; or (c) by subjecting the partner to any other detriment. [Section 14 amended: No. 2 of 2010 s. 9.] 15. Professional or trade organisations (1) This section applies to an organisation of employees and to an organisation of employers. (2) It is unlawful for an organisation to which this section applies or for the committee of management of such an organisation or for a member of such a committee of management to discriminate against a person who is not a member of the organisation on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) by refusing or failing to accept the person's application for membership; or (b) in the terms or conditions on which the organisation is prepared to admit the person to membership. (3) It is unlawful for an organisation to which this section applies or for the committee of management of such an organisation or for a member of such a committee of management to discriminate against a person who is a member of the organisation on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) by denying the person access, or limiting the person's access, to any benefit provided by the organisation; or (b) by depriving the person of membership or varying the terms of the person's membership; or (c) by subjecting the person to any other detriment. [Section 15 amended: No. 2 of 2010 s. 10.] 16. Qualifying bodies It is unlawful for an authority or body that is empowered to confer, renew, extend, revoke or withdraw an authorisation or qualification that is needed for or facilitates the practice of a profession, the carrying on of a trade or business or the engaging in of an occupation to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) by refusing or failing to confer, renew or extend the authorisation or qualification; or (b) in the terms or conditions on which it is prepared to confer the authorisation or qualification or to renew or extend the authorisation or qualification; or (c) by revoking or withdrawing the authorisation or qualification or varying the terms or conditions upon which it is held. [Section 16 amended: No. 2 of 2010 s. 11.] 17. Employment agencies It is unlawful for an employment agency to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) by refusing to provide the person with any of its services; or (b) in the terms or conditions on which it offers to provide the person with any of its services; or (c) in the manner in which it provides the person with any of its services. [Section 17 amended: No. 2 of 2010 s. 12.] Division 3 — Discrimination in other areas 18. Education (1) It is unlawful for an educational authority to discriminate against a person on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) by refusing or failing to accept the person's application for admission as a student; or (b) in the terms or conditions on which it is prepared to admit the person as a student. (2) It is unlawful for an educational authority to discriminate against a student on the ground of the student's sex, marital status, pregnancy or breast feeding — (a) by denying the student access, or limiting the student's access, to any benefit provided by the educational authority; or (b) by expelling the student; or (c) by subjecting the student to any other detriment. (3) Nothing in this section applies to or in respect of a refusal or failure to accept a person's application for admission as a student at an educational institution that is conducted solely for students of the opposite sex to the sex of the applicant. [Section 18 amended: No. 2 of 2010 s. 13.] 19. Access to places and vehicles It is unlawful for a person (in this section referred to as the discriminator) to discriminate against another person (in this section referred to as the aggrieved person) on the ground of the aggrieved person's sex, marital status, pregnancy or breast feeding — (a) by refusing to allow the aggrieved person access to or the use of any place or vehicle that the public or a section of the public is entitled or allowed to enter or use, for payment or not; or (b) in the terms on which the discriminator is prepared to allow the aggrieved person access to or the use of any such place or vehicle; or (c) by refusing to allow the aggrieved person the use of any facilities in any such place or vehicle that the public or a section of the public is entitled or allowed to use, for payment or not; or (d) in the terms on which the discriminator is prepared to allow the aggrieved person the use of any such facilities; or (e) by requiring the aggrieved person to leave or cease to use any such place or vehicle or any such facilities. [Section 19 amended: No. 2 of 2010 s. 14.] 20. Goods, services and facilities It is unlawful for a person who, whether for payment or not, provides goods or services, or makes facilities available, to discriminate against another person on the ground of the other person's sex, marital status, pregnancy or breast feeding — (a) by refusing to provide the other person with those goods or services or to make those facilities available to the other person; or (b) in the terms or conditions on which the first‑mentioned person provides the other person with those goods or services or makes those facilities available to the other person; or (c) in the manner in which the first‑mentioned person provides the other person with those goods or services or makes those facilities available to the other person. [Section 20 amended: No. 2 of 2010 s. 15.] 21. Accommodation (1) It is unlawful for a person, whether as principal or agent, to discriminate against another person on the ground of the other person's sex, marital status, pregnancy or breast feeding — (a) by refusing the other person's application for accommodation; or (b) in the terms or conditions on which accommodation is offered to the other person; or (c) by deferring the other person's application for accommodation or according to the other person a lower order of precedence in any list of applicants for that accommodation. (2) It is unlawful for a person, whether as principal or agent, to discriminate against another person on the ground of the other person's sex, marital status, pregnancy or breast feeding — (a) by denying the other person access, or limiting the other person's access, to any benefit associated with accommodation occupied by the other person; or (b) by evicting the other person from accommodation occupied by the other person; or (c) by subjecting the other person to any other detriment in relation to accommodation occupied by the other person. (3) Nothing in this section applies to or in respect of — (a) the provision of accommodation in premises if — (i) the person who provides or proposes to provide the accommodation or a near relative of that person resides, and intends to continue to reside, on those premises; and (ii) the accommodation provided in those premises is for no more than 3 persons other than a person referred to in subparagraph (i) or near relatives of such a person; or (b) accommodation provided by a religious body; or (c) accommodation provided by a charitable or other voluntary body solely for persons of one sex or solely for persons of a particular marital status or particular marital statuses. [Section 21 amended: No. 2 of 2010 s. 16.] 21A. Land (1) It is unlawful for a person, whether as principal or agent, to discriminate against another person on the ground of the sex, marital status, pregnancy or breast feeding of the other person — (a) by refusing or failing to dispose of an estate or interest in land to the other person; or (b) in the terms or conditions on which an estate or interest in land is offered to the other person. (2) Without limiting the generality of section 70(1), this section does not apply in relation to a disposal of an estate or interest in land by will or by way of gift. [Section 21A inserted: No. 74 of 1992 s. 8; amended: No. 2 of 2010 s. 17.] 22. Clubs (1) It is unlawful for a club, the committee of management of a club or a member of the committee of management of a club to discriminate against a person who is not a member of the club on the ground of the person's sex, marital status, pregnancy or breast feeding — (a) by refusing or failing to accept the person's application for membership; or (b) in the terms or conditions on which the club is prepared to admit the person to membership. (2) It is unlawful for a club, the committee of management of a club or a member of the committee of management of a club to discriminate against a person who is a member of the club on the ground of the member's sex, marital status, pregnancy or breast feeding — (a) in the terms or conditions of membership that are afforded to the member; or (b) by refusing or failing to accept the member's application for a particular class or type of membership; or (c) by denying the member access, or limiting the member's access, to any benefit provided by the club; or (d) by depriving the member of membership or varying the terms of membership; or (e) by subjecting the member to any other detriment. (3) Nothing in subsection (1) or (2) renders it unlawful to discriminate against a person on the ground of the person's sex if membership of the club is available to persons of the opposite sex only. (4) Nothing in subsection (1), other than paragraph (a), or subsection (2) renders it unlawful to discriminate against a person on the ground of the person's sex if the discrimination occurs in relation to the use or enjoyment of any benefit provided by the club where — (a) it is not practicable for the benefit to be used or enjoyed — (i) simultaneously; or (ii) to the same extent, by both men and women; and (b) either — (i) the same, or an equivalent, benefit is provided for the use of men and women separately from each other; or (ii) men and women are each entitled to a fair and reasonable proportion of the use and enjoyment of the benefit. (5) In determining any matter relating to the application of subsection (4), regard shall be had to — (a) the purposes for which the club is established; and (b) the membership of the club, including any class or type of membership; and (c) the nature of the benefits provided by the club; and (d) the opportunities for the use and enjoyment of those benefits by men and women; and (e) any other relevant circumstances. [Section 22 amended: No. 2 of 2010 s. 18.] 23. Requesting or requiring provision of certain information (1) Where, by virtue of a provision of Division 2 or this Division, it would be unlawful, in particular circumstances, for a person to discriminate against another person, on the ground of the other person's sex, marital status, pregnancy or breast feeding, in doing a particular act, it is unlawful for the first‑mentioned person to request or require the other person to provide, in connection with or for the purposes of the doing of the act, information (whether by way of completing a form or otherwise) that persons of the opposite sex or of a different marital status, or persons who are not pregnant, or persons who are not breast feeding or bottle feeding, as the case requires, would not, in circumstances that are the same or not materially different, be requested or required to provide. (2) Nothing in subsection (1) renders it unlawful for a person to request or require — (a) a person of a particular sex to provide information concerning such part of the last‑mentioned person's medical history as relates to medical conditions that affect persons of that sex only; or (b) a person who is pregnant to provide medical information concerning the pregnancy. [Section 23 amended: No. 2 of 2010 s. 19.] Division 4 — Discrimination involving sexual harassment 24. Sexual harassment in employment (1) It is unlawful for a person to harass sexually — (a) an employee of that or any other person; or (b) a person who is seeking employment by that or any other person. (2) It is unlawful for a person to harass sexually — (a) a commission agent or contract worker of that person; or (b) a commission agent or contract worker of a person of whom the first‑mentioned person is a commission agent or contract worker; or (c) a person who is seeking to become a commission agent or contract worker of the first‑mentioned person or of a person of whom the first‑mentioned person is a commission agent or contract worker. (3) A person shall, for the purposes of this section, be taken to harass sexually another person if the first‑mentioned person makes an unwelcome sexual advance, or an unwelcome request for sexual favours, to the other person, or engages in other unwelcome conduct of a sexual nature in relation to the other person, and — (a) the other person has reasonable grounds for believing that a rejection of the advance, a refusal of the request or the taking of objection to the conduct would disadvantage the other person in any way in connection with the other person's employment or work or possible employment or possible work; or (b) as a result of the other person's rejection of the advance, refusal of the request or taking of objection to the conduct, the other person is disadvantaged in any way in connection with the other person's employment or work or possible employment or possible work. (4) A reference in subsection (3) to conduct of a sexual nature in relation to a person includes a reference to the making, to or in the presence of, a person, of a statement of a sexual nature concerning that person, whether the statement is made orally or in writing. [Section 24 amended: No. 74 of 1992 s. 9(1).] 25. Sexual harassment in education (1) It is unlawful for a person who is a member of the staff of an educational institution to harass sexually a person who is a student at that educational institution or is seeking admission to that educational institution as a student. (2) A person shall, for the purposes of this section, be taken to harass sexually another person if the first‑mentioned person makes an unwelcome sexual advance, or an unwelcome request for sexual favours, to the other person, or engages in other unwelcome conduct of a sexual nature in relation to the other person, and — (a) the other person has reasonable grounds for believing that a rejection of the advance, a refusal of the request or the taking of objection to the conduct would disadvantage the other person in any way in connection with the other person's studies or the other person's application for admission to an educational institution as a student; or (b) as a result of the other person's rejection of the advance, refusal of the request or taking of objection to the conduct, the other person is disadvantaged in any way in connection with the other person's studies or the other person's application for admission to an educational institution as a student. (3) A reference in subsection (2) to conduct of a sexual nature in relation to a person includes a reference to the making, to or in the presence of, a person, of a statement of a sexual nature concerning that person, whether the statement is made orally or in writing. 26. Sexual harassment related to accommodation (1) It is unlawful for a person who as principal or agent exercises control or purports to exercise control over accommodation or the letting or other allocation of accommodation to harass sexually — (a) a person who occupies accommodation over which that person exercises or purports to exercise control; or (b) a person who is an applicant for accommodation. (2) A person shall, for the purposes of this section, be taken to harass sexually another person if the first‑mentioned person makes an unwelcome sexual advance, or an unwelcome request for sexual favours, to the other person, or engages in other unwelcome conduct of a sexual nature in relation to the other person and — (a) the other person has reasonable grounds for believing that a rejection of the advance, a refusal of the request or the taking of objection to the conduct would disadvantage the other person in any way in connection with the other person's accommodation or application for accommodation; or (b) as a result of the other person's rejection of the advance, refusal of the request or taking of objection to the conduct, the other person is disadvantaged in any way in connection with the other person's accommodation or application for accommodation. (3) A reference in subsection (2) to conduct of a sexual nature in relation to a person includes a reference to the making, to or in the presence of, a person, of a statement of a sexual nature concerning that person, whether the statement is made orally or in writing. Division 5 — Exceptions to Part II 27. Genuine occupational qualifications (1) Nothing in section 11(1)(a) or (b), 12(1)(a) or (b) or 13(b) renders it unlawful for a person to discriminate against another person, on the ground of the other person's sex, in connection with a position as an employee, contract worker or commission agent, being a position in relation to which it is a genuine occupational qualification to be a person of the opposite sex to the sex of the other person. (2) Without limiting the generality of subsection (1), it is a genuine occupational qualification, in relation to a particular position, to be a person of a particular sex (in this subsection referred to as the relevant sex) if — (a) the duties of the position can be performed only by a person having particular physical attributes (other than attributes of strength or stamina) that are not possessed by persons of the opposite sex to the relevant sex; or (b) the duties of the position involve performing in a dramatic performance or other entertainment in a role that, for reasons of authenticity, aesthetics or tradition, is required to be performed by a person of the relevant sex; or (c) the duties of the position need to be performed by a person of the relevant sex to preserve decency or privacy because they involve the fitting of clothing for persons of that sex; or (d) the duties of the position include the conduct of searches of the clothing or bodies of persons of the relevant sex; or (e) the occupant of the position is required to enter a lavatory ordinarily used by persons of the relevant sex while the lavatory is in use by persons of that sex; or (f) the occupant of the position is required to live on premises provided by the employer or principal of the occupant of the position and — (i) the premises are not equipped with separate sleeping accommodation and sanitary facilities for persons of each sex; and (ii) the premises are already occupied by a person or persons of the relevant sex and are not occupied by any person of the opposite sex to the relevant sex; and (iii) it is not reasonable to expect the employer or principal to provide separate sleeping accommodation and sanitary facilities for persons of each sex; or (g) the occupant of the position is required to enter areas ordinarily used only by persons of the relevant sex while those persons are in a state of undress; or (h) the position is declared, by regulations made for the purposes of this paragraph, to be a position in relation to which it is a genuine occupational qualification to be a person of a particular sex. (3) This section does not apply in relation to a person at a time when the employer or principal concerned already has employees, commission agents or contract workers of the opposite sex to the person — (a) who are capable of carrying out the duties of the position concerned; and (b) whom it would be reasonable to employ, engage or allow to work on the duties referred to in paragraph (a); and (c) whose numbers are sufficient to meet the likely requirements of that employer or principal in respect of the duties referred to in paragraph (a). [Section 27 amended: No. 74 of 1992 s. 10; No. 57 of 1997 s. 55(1).] 28. Pregnancy or childbirth Nothing in Division 2 or 3 renders it unlawful for a person to discriminate against a man on the ground of his sex by reason only of the fact that the first‑mentioned person grants to a woman rights or privileges in connection with pregnancy, childbirth, breast feeding or bottle feeding. [Section 28 amended: No. 2 of 2010 s. 20.] 29. Employment of married couple or partners in de facto relationship Nothing in Division 2 or 3 renders unlawful discrimination against a person on the ground of the person's marital status in relation to a job which is one of 2 to be held by a married couple or partners in a de facto relationship. [Section 29 inserted: No. 3 of 2002 s. 50.] 30. Services for members of one sex Nothing in Division 2 or 3 applies to or in relation to the provision of services the nature of which is such that they can only be provided to members of one sex. 31. Measures intended to achieve equality Nothing in Division 2 or 3 renders it unlawful to do an act a purpose of which is — (a) to ensure that persons of a particular sex or marital status, persons who are pregnant or persons who are breast feeding or bottle feeding have equal opportunities with other persons in circumstances in relation to which provision is made by this Act; or (b) to afford persons of a particular sex or marital status, persons who are pregnant or persons who are breast feeding or bottle feeding access to facilities, services or opportunities to meet their special needs in relation to employment, education, training or welfare. [Section 31 amended: No. 2 of 2010 s. 21.] 32. Accommodation provided for employees or students (1) Nothing in Division 2 or 3 renders it unlawful for an employer who provides accommodation to employees of the employer to provide accommodation of different standards to different employees where — (a) the standard of the accommodation provided to each employee is determined having regard to the number of persons in the household of the employee; and (b) it is not reasonable to expect the employer to provide accommodation of the same standard for all employees. (2) Nothing in Division 2 or 3 applies to or in relation to the provision of accommodation, where the accommodation is provided solely for persons of one sex who are students at an educational institution. 33. Residential care of children (1) Nothing in section 11(1)(a) or (b) or 13(b) renders it unlawful for a person to discriminate against another person on the ground of the other person's sex in connection with a position as an employee or contract worker where the duties of the position involve the care of a child or children in the place where the child or children resides or reside. (2) Nothing in section 11(1)(a) or (b), 11(2)(c) or 13(b) renders it unlawful for a person to discriminate against another person on the ground of the other person's marital status in connection with a position as an employee or contract worker of a particular employer or principal, where — (a) the duties of the position involve the care of a child or children in the place where the child or children resides or reside; and (b) it is intended that the spouse of the occupant of the position would also occupy a position as an employee or contract worker of that employer or principal. 34. Insurance [(1)‑(3) deleted] (4) Nothing in Division 2 or 3 renders it unlawful for a person to discriminate against another person, on the ground of the other person's sex or marital status, with respect to the terms on which an annuity, a life assurance policy, a policy of insurance against accident or any other policy of insurance is offered to, or may be obtained by, the other person, where the discrimination is — (a) based upon actuarial or statistical data from a source on which it is reasonable for the first‑mentioned person to rely; and (b) reasonable having regard to the matter of the data and any other relevant factors. [Section 34 amended: No. 3 of 2002 s. 51(1) and (2).] 35. Sport (1) Nothing in Division 2 or 3 renders it unlawful to exclude persons of one sex from participation in any competitive sporting activity in which the strength, stamina or physique of competitors is relevant. (2) Subsection (1) does not apply in relation to the exclusion of persons from participation in — (a) the coaching of persons engaged in any sporting activity; or (b) the umpiring or refereeing of any sporting activity; or (c) the administration of any sporting activity; or (d) any prescribed sporting activity; or (e) sporting activities by children who have not attained the age of 12 years. Part IIAA — Discrimination on gender history grounds in certain cases [Heading inserted: No. 2 of 2000 s. 28.] Division 1 — General [Heading inserted: No. 2 of 2000 s. 28.] 35AA. Gender history (1) For the purposes of this Part, a person has a gender history if the person identifies as a member of the opposite sex by living, or seeking to live, as a member of the opposite sex. (2) In subsection (1) — opposite sex means a sex of which the person was not a member at birth. [Section 35AA inserted: No. 2 of 2000 s. 28.] 35AB. Discrimination on gender history grounds (1) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against a gender reassigned person on gender history grounds if, on the ground of the gender reassigned person having a gender history, the discriminator treats the gender reassigned person less favourably than, in circumstances that are the same or are not materially different, the discriminator treats or would treat a person not thought by the discriminator to have a gender history. (2) A reference in subsection (1) to something done on the ground of a person having a gender history includes a reference to something done on the ground of — (a) a characteristic that appertains generally to persons who have a gender history; or (b) a characteristic that is generally imputed to persons who have a gender history. (3) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against a gender reassigned person on gender history grounds if on the ground of the person having a gender history the discriminator — (a) treats the person as being of the person's former sex; or (b) requires the person to comply with a requirement or condition — (i) with which a substantially higher proportion of persons who do not have a gender history comply or are able to comply; and (ii) which is not reasonable having regard to the circumstances of the case; and (iii) with which the gender reassigned person does not or is not able to comply. [Section 35AB inserted: No. 2 of 2000 s. 28.] Division 2 — Discrimination in work [Heading inserted: No. 2 of 2000 s. 28.] 35AC. Discrimination against applicants and employees (1) It is unlawful for an employer to discriminate against a gender reassigned person on gender history grounds — (a) in the arrangements made for the purpose of determining who should be offered employment; or (b) in determining who should be offered employment; or (c) in the terms or conditions on which employment is offered. (2) It is unlawful for an employer to discriminate on gender history grounds against an employee who is a gender reassigned person — (a) in the terms or conditions of employment that the employer affords the employee; or (b) by denying the employee access, or limiting the employee's access, to opportunities for promotion, transfer or training, or to any other benefits associated with employment; or (c) by dismissing the employee; or (d) by subjecting the employee to any other detriment. (3) Nothing in subsection (1) or (2) renders it unlawful for a person to discriminate against a gender reassigned person on gender history grounds in connection with employment to perform domestic duties within a private household in which the employer resides. [Section 35AC inserted: No. 2 of 2000 s. 28.] 35AD. Discrimination against commission agents (1) It is unlawful for a principal to discriminate against a gender reassigned person on gender history grounds — (a) in the arrangements the principal makes for the purpose of determining who should be engaged as a commission agent; or (b) in determining who should be engaged as a commission agent; or (c) in the terms or conditions on which the person is engaged as a commission agent. (2) It is unlawful for a principal to discriminate on gender history grounds against a commission agent who is a gender reassigned person — (a) in the terms or conditions that the principal affords the commission agent as a commission agent; or (b) by denying the commission agent access, or limiting the commission agent's access, to opportunities for promotion, transfer or training, or to any other benefits associated with