Amazon is committed to a professional and respectful environment free from unlawful and unacceptable conduct towards, or committed by, Amazon Flex delivery partners. Under the Amazon Flex Terms of Service, delivery partners are required to behave respectfully and professionally when providing the services and are also required to comply with the law. Violations can affect participation in the Amazon Flex program. This policy sets out more information about sexual harassment, harassment on the ground of sex, hostile work environments on the ground of sex, sex discrimination and related victimization (Unacceptable Conduct) which are unlawful, inappropriate, violates the Terms of Service, and could result in a delivery partner being deactivated. However, this is not the only kind of conduct that could be unlawful or result in deactivation.

Any delivery partner who has experienced, witnessed or been involved in any conduct that breaches this Policy (or could breach this Policy) in connection with Amazon Flex, should notify Amazon by reporting such matters by using the "Emergency Help" button in the Amazon Flex app or contacting the Last Mile Emergency Team at 1 800 990 253 or +61 2 8311 4710.

Sexual Harassment
Sexual harassment is any unwelcome sexual advance, request for sexual favours or conduct of a sexual nature where a reasonable person would have anticipated the possibility that the victim would feel offended, humiliated or intimidated. A single incident can be enough to constitute sexual harassment - it does not have to be repeated.

Sexual harassment can occur in a variety of ways including, but not limited to:
• Unwelcome physical contact, such as touching a person;
• Staring or leering at, or making inappropriate comments about, a person’s body or body parts;
• Comments, jokes, gestures or innuendo of a sexual nature;
• Sexual material being shown on a mobile phone screen or through social media;
• Unwelcome sexual advances or propositions.

Sexual harassment can occur in a variety of contexts. For example, a victim can be harassed by an associate, a contractor, another service provider or a customer. Power imbalance can be relevant, but is not required. What may not amount to sexual harassment in one context or between certain people may amount to sexual harassment in another context or between other people. The actual intentions of the harasser does not determine whether sexual harassment occurred – if is not a defence to say the sexual harassment was not intended.

There is no onus on the victim to speak up if they object. A person should never assume that conduct is welcome, respectful or professional just because there is no specific objection to it at the time.

Conduct that does not meet the definition above (for example, welcome conduct) is not sexual harassment. However, conduct of a sexual nature is unlikely to be professional and respectful and could still violate the Amazon Flex Terms.

Harassment on the ground of sex
Harassment on the ground of sex occurs where:
• A person engages in unwelcome conduct of a demeaning nature in relation to another person (the 'victim’);
• The conduct is because of the victim's sex (or a characteristic generally related to the victim's sex, or imputed to the victim's sex); and
• A reasonable person, having regard to all the circumstances, would have anticipated the possibility that the victim would be offended, humiliated or intimidated.

Harassment on the ground of sex can occur where there are differences between the people involved in relation to their sex, age, sexual orientation, gender identity, intersex status, marital status, other relationship status, religious beliefs, race, colour, national or ethnic origin. It can occur where there is a relationship between the persons involved. It can occur where one of the people involved has a disability. It can occur where there is a power imbalance between the people involved. All these factors such as sex, age, sexual orientation, gender identity, intersex status, marital status, relationship status, religious beliefs, national origin, ethnic origin and disability may be relevant. However, harassment on the ground of sex can also occur even if none of these factors are present. It can be a single incident or a pattern of behaviour.

For example, harassment on the ground of sex could occur where:
• A person makes comments about facial hair or menstruation (saying a male delivery partner can’t be trusted with a package because he is “too young to shave”);
• A delivery partner makes comments that a female station associate who they are in conflict with must be “on her period” or that a male associate "sounds more like a woman than a man"; and
• A person makes comments based on gendered stereotypes, such as comments to the effect that a female delivery partner or station associate "is a selfish and terrible mother" for performing work instead of being at home taking care of her family.

It is not an excuse that the harasser did not mean to be offensive or genuinely thought that their conduct was welcome. There is no onus on the victim to speak up.

Hostile workplace environment on the ground of sex
This occurs where:
• A person engages in conduct in a workplace where they and/or the victim works; and
• The victim is in the workplace at the time the conduct occurs or after the conduct occurs; and
• A reasonable person, having regard to all the circumstances, would have anticipated the possibility of the conduct resulting in the workplace environment being offensive, intimidating or humiliating to a person of the victim's sex by reason of the victim's sex or a characteristic that is generally related to, or imputed to, the victim's sex or persons of that sex.

Delivery partners should be aware that Amazon’s delivery stations are workplaces (for example, for Amazon associates). Delivery partners may also have their own workplaces as well. They may be delivering to customer workplaces. Examples of conduct that could create a hostile workplace environment on the ground of sex include:
• A delivery partner displaying or being shown pornographic or degrading images while they are in the delivery station;
• A person making demeaning comments that men do not require parental leave because 'children only need their mothers' or men are 'irresponsible parents;'
• Comments affirming gender norms or stereotypes, such as comments from a supplier that women should be "at home, taking care of the children" or comments from a colleague that women are responsible for cleaning the delivery station.

A hostile workplace environment could arise from a single incident or a pattern of behaviour. It is not an excuse that the people involved in the conduct did not mean to be offensive or create a hostile environment. There is no onus on the victim to speak up.

Sex discrimination
Sex discrimination is a specific and serious form of discrimination. Discrimination can include either direct discrimination (e.g. detrimental action taken against a person because of their sex) or indirect discrimination (where there is an unreasonable condition, requirement or practice that – on its face – appears to apply to everyone equally, but which has a hidden detrimental impact on people based on sex).

Examples of conduct that could amount to sex discrimination include:
• Detrimental treatment of a delivery partner, customer or associate because of their sex;
• Making offensive jokes or comments about another person’s sex; and
• Expressing negative stereotypes about a particular group based on their sex.

Please note that conduct which is sexual harassment, harassment on the grounds of sex, a hostile work environment and/or victimization could also amount to sex discrimination.

Victimisation
Victimisation is retaliation against a person for being involved in any complaint or proceeding under this policy or any relevant law will not be tolerated by Amazon.

Examples of conduct that could amount to victimisation include:
• A delivery partner being deactivated because they were a witness in a sexual harassment complaint;
• A delivery partner sabotaging another delivery partner because they made a hostile workplace environment complaint; or
• Threatening a customer who made a complaint about sexual harassment by a delivery partner.

STANDARDS OF CONDUCT

Responsibilities of every delivery partner
Delivery partners must meet their obligations under the Amazon Flex Terms of Service. Every delivery partner should always assess whether their conduct in any place that is any person’s workplace connected with their delivery services is respectful, professional and lawful (and meets the other requirements in the Amazon Flex Terms of Service). Engaging in Unacceptable Conduct could result in a delivery partner being deactivated. However, the examples listed in this policy are not the only examples of conduct that can affect participation in Amazon Flex. It is up to delivery partners to ensure they always conduct themselves in accordance with the law and the standards set out in the Amazon Flex Terms of Service.

Drivers of Unacceptable Conduct
Prevention involves addressing the causes of Unacceptable Conduct. The following factors are potential drivers of Unacceptable Conduct: inequality or power imbalance (including gender inequality, age, seniority); intersecting forms of disadvantage (where someone has multiple factors that could result in vulnerability, such as both gender and disability); lack of accountability (if inappropriate conduct goes unchallenged); and lack of understanding (because people do not understand the conduct standards that apply).

Be aware that the way different people experience conduct may be shaped and compounded by factors including sex, gender identity, sexual orientation, whether they have a disability, whether they identify as Aboriginal or Torres Strait Islander, whether they are from culturally and linguistically diverse or culturally and racially marginalised communities and their socio-economic class.

Identifying and responding to conduct in breach of this Policy
Any delivery partner who has witnessed or been involved in any conduct that breaches this Policy (or could breach this Policy) in connection with Amazon Flex, is expected to notify Amazon by reporting such matters by using the "Emergency Help" button in the Amazon Flex app or contacting the Last Mile Emergency Team at 1 800 990 253 or +61 2 8311 4710.

Please note, Amazon may choose to take steps to address any concerns that are brought to its attention under this Policy, even if the notification channels or steps set out above are not utilised.

Amazon will seek to implement steps that support timely, transparent and appropriate resolution of any issues raised under this Policy. Safety and wellbeing are priorities for Amazon, noting the potential that resolution procedures could affect people who have experience or witnessed or allegedly engaged in Unacceptable Conduct. Amazon will review all concerns, seek to listen to and understand the wishes of the persons involved and consider what steps are appropriate in the relevant circumstances. What this looks like in practice will depend on the circumstances.

Delivery partners are expected to treat any alleged breach of this Policy as confidential (other than as needed to get legal or other confidential professional advice). However, where a complaint is serious and/or Amazon considers that action needs to be taken, absolute confidentiality may not be able to be maintained. For example, where further action is warranted, information may need to be disclosed to certain people on a confidential basis in order to investigate or address the issues, start or defend any related legal proceedings or to refer a matter to the relevant authority.

Failure to Comply
If Amazon considers a delivery partner has breached this Policy, that person may be subject to remediation action considered appropriate by Amazon, which could include deactivation and/or reporting the matter to the relevant authorities. Action may be taken by Amazon regardless of whether the breach does, or does not, also amount to a breach of the law. Corrective actions targeted at behavioural and systemic changes may also be taken where this is considered appropriate.

Legal obligations
Amazon has an obligation to take reasonable and proportionate measures to eliminate Unacceptable Conduct, as far as possible. Delivery partners also have their own obligations. A delivery partner who engages in Unacceptable Conduct could violate both the Amazon Flex Terms of Service and the law. In addition to any impact on their participation in Amazon Flex, they could be liable (in their personal capacity) for civil and/or criminal consequences.

Each kind of Unacceptable Conduct listed in this policy is defined in and unlawful under federal and state/territory laws in Australia including: Sex Discrimination Act 1984 (Cth); Fair Work Act 2009 (Cth); Equal Opportunity Act 2010 (Vic); Discrimination Act 1991 (ACT); Anti-Discrimination Act 1977 (NSW); Anti-Discrimination Act 1992 (NT); Anti-Discrimination Act 1977 (QLD); Equal Opportunity Act 1984 (SA); Anti-Discrimination Act 1998 (TAS); Equal Opportunity Act 1984 (WA) and may also be unlawful under work health and safety laws and/or criminal laws. The examples listed in this policy are not the only examples of conduct that can be unlawful. Nothing in this document should be relied on as providing legal advice to any individuals. If you require legal advice about any of the issues set out above, you should consider seeking this separately from a suitably qualified legal professional.

Additional information and support
For any questions or feedback about this Policy, or further information about any of the issues addressed in this Policy or related policies, please contact the Last Mile Emergency Team (1 800 990 253 or +61 2 8311 4710). This Policy is current as of 10 February 2026. It will be reviewed at least once every two years.

You can also seek information and support from the external agencies which deal with the laws relating to equal opportunity, sexual harassment and work health and safety. These include the following agencies and organisations:
• Australian Human Rights Commission
• Fair Work Ombudsman
• Fair Work Commission
• Victorian Equal Opportunity & Human Rights Commission
• Anti-Discrimination New South Wales
• Australian Capital Territory Human Rights Commission
• Northern Territory Anti-Discrimination Commission
• Office of the Anti-Discrimination Commissioner Tasmania
• Queensland Human Rights Commission
• Equal Opportunity Commission Western Australia
• South Australian Office of the Commissioner for Equal Opportunity
• Work health and safety regulators
• Victoria: WorkSafe Victoria
• New South Wales: Safe Work NSW
• Work Safe ACT
• Northern Territory: NT WorkSafe
• Tasmania: WorkSafe Tasmania
• Queensland: Workplace Health and Safety
• Western Australia: Work Safe WA
• South Australia: Safe Work SA

Anyone who is subjected to criminal conduct, such as sexual assault, can contact the police by calling Triple Zero (000), calling or visiting a police station, or depending on where the criminal conduct took place, lodging an online report with the relevant State or Territory police.

Please note, while the above names and internet addresses were correct as at the date of this Policy it is possible that they may be updated from time to time. This Policy will be reviewed at least once every two years.