The venue must not discriminate in employment, membership admission, or service delivery on protected grounds. This includes ensuring reasonable adjustments for disability, preventing sexual harassment, and maintaining complaint-handling mechanisms.
Working draft, not legal advice
The plain-English summary above is drafted by Venue Axis as a navigation aid. The citation is the authoritative source — treat it as the definitive reference. For a legal interpretation of this obligation in your venue's context, talk to your counsel.
Anti-Discrimination NSW complaints and conciliation; AHRC complaints; NCAT orders including compensation, apology, and policy changes.
Consequences are summarised from the underlying legislation. Specific penalties depend on the breach pattern, prior history, and the regulator's enforcement posture. Talk to a liquor and gaming lawyer for a definitive view of your venue's exposure.
Filter by jurisdiction, strategic tier, who's bound. The search-and-skim view; this page is the per-obligation deep link.
The 75-Part Self-Audit Checklist L&GNSW inspectors walk through, and how Venue Axis is structured around it.
Free tools, comparisons, regulatory explainers — the full Venue Axis library, organised by category.
The browseable tree is the inventory. The in-product working surface adds live evidence linkage, CL1002 alignment, and freshness scoring on top. First three months free, no card up front.