Circular 2026/01: Working together to combat antisemitism in the APS

Purpose

The purpose of this Circular is to reinforce that the Australian Public Service has zero tolerance of antisemitism.
This Circular responds to emerging risks and Government commitments and reinforces expectations in relation to antisemitism.
Antisemitism undermines the safety and wellbeing of APS employees and erodes the Australian people’s trust in the APS.
All APS employees must uphold the APS Values and meet the standards of behaviour set out in the Public Service Act 1999 .
No one should ever be subject to discrimination, harassment or vilification on the basis of religious belief, cultural identity or personal background. At a time of heightened national attention on antisemitism, the APS has a responsibility to lead by example in fostering unity and demonstrating respect.

Expected behaviour in the APS

The APS Values guide the behaviour of all APS employees and non-APS staff, which includes contractors, consultants, and labour hire staff.
- This includes, Respectful—the APS respects all people, including their rights and their heritage .
Senior APS leaders are required to reinforce the Values through the Code of Conduct, and model and promote behaviours which create and support workplaces that are diverse inclusive, and harmonious.
Harassment, vilification and discrimination, including antisemitism, have no place in APS workplaces. APS employees must consider the impact of their actions, language and behaviour, including when discussing matters of faith, ethnicity, culture or international events.
APS employees should understand the broad impact of antisemitism in Australia.
Managers must intervene early where they observe unacceptable behaviour and ensure staff know how to report concerns safely.
This Circular is equally applicable to online and hybrid environments, including in relation to internal messaging platforms, virtual meetings and all forms of communication.

What is happening now

Following the release of Eliminating Antisemitism: Australian Government response to the Special Envoy's Plan to Combat Antisemitism, the APS is implementing measures to combat antisemitism and strengthen social cohesion.
Staff are encouraged to familiarise themselves with the International Holocaust Remembrance Alliance (IHRA) working definition of antisemitism adopted by the Australian Government, which is applicable to APS workplaces. [1] That definition states: “Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, towards Jewish community institutions and religious facilities.”
The Australian Public Service Commission (APSC) is supporting the Special Envoy to Combat Antisemitism in Australia (ASECA) to develop guidance on the IHRA definition for the Australian context, including how it will apply in APS workplaces. [2]
The APSC, through the APS Academy, is working to develop targeted antisemitism learning products for release from March 2026. These products will be available for all APS staff on the APS Academy’s learning platform, APS Learn.
Agencies and staff can access APS Academy resources that support inclusive leadership and culturally safe workplaces, including the MOSAIC Magazine (Parts 1 and 2). [3]

What agencies should do next

All APS employees must act in accordance with the Racial Discrimination Act 1975 , the Work Health and Safety Act 2011 and the Public Service Act 1999.
Agencies have a responsibility to proactively:
- prevent employees from harm in APS workplaces
- respond early to issues of misconduct or incident
- support employees when misconduct or incidents occur.
Agencies should review current arrangements to ensure APS employees can safely report antisemitism and related misconduct and receive timely support. Agencies should:
- clearly and proactively communicate all reporting options, including manager, HR, conduct/ethics and complaints pathways
- ensure contact officers and support roles are highly visible, accessible and trusted across all work locations
- reinforce expectations for respectful language and behaviour and intervene early when harm occurs
- ensure local induction and team norms promote active bystander behaviour and respectful discussion
- promote relevant learning and support staff participation, including APS Learn options
- continue culturally safe, privacy-protective reporting processes and routinely monitor emerging themes and trends to support prevention and early intervention.
Agencies should ensure local practices align with the APS Values, APS Code of Conduct and relevant legislative obligations.
SES leaders are expected to demonstrate cultural capability and model inclusive behaviour and language, consistent with the APS Values and APS leadership frameworks including the DRIVE Secretaries’ Charter of Leadership Behaviours (PS Act S35 (3) (C). SES leaders should apply inclusive leadership practices that support culturally safe workplaces, including:
- fostering culturally inclusive environments and psychologically safe teams
- building positive relationships through curiosity, humility and continuous learning
- inviting diverse perspectives and challenging exclusionary behaviour
- partnering with affected groups, including CALD communities where relevant, to co-design policies and processes
- ensuring transparent and safe reporting while protecting privacy.

Further information and support

If you experience or witness antisemitism, racism or intolerance, use your agency’s reporting pathways or seek support through your Employee Assistance Program (EAP).
Confidential support is also available via Lifeline , Beyond Blue and 13YARN . [4]