She needed a half hour break and was prepared to take a shorter lunch in order to make up the time. The SDA protects people across Australia from discrimination in a number of areas in public life, including employment, education, getting or using services, or renting or buying a house or unit. It can happen when employers or service providers put in place conditions, requirements or practices which appear to treat everyone equally but which actually disadvantage some people because of their sex, marital or relationship status, breastfeeding, pregnancy or potential pregnancy. Erin said she was over-scrutinized, excluded from group events and that her salary package was less than male employees in equivalent positions. Indirect pregnancy discrimination occurs when there is a requirement or practice that is the same for everyone but has an unfair effect on pregnant women. It is good practice to take positive steps to help employees meet their family responsibilities. However, in many cases, employers can also be held responsible — or vicariously liable — for acts of sexual harassment by their employees or agents. For example, a policy that says only full-time workers will be promoted might disadvantage women who are more likely to work part-time because of family responsibilities. In general, women who are pregnant should be able to continue to work in the same way and under the same conditions as other employees, unless there are valid medical or safety reasons. For example, after working for 11 years with an accounting firm, Erin had been promoted to the role of group auditor. Direct pregnancy discrimination happens when a woman is treated less favourably than another person because she is pregnant or because she may become pregnant. A person who sexually harasses someone else is primarily responsible for their behaviour. For example, it maybe indirect discrimination if a policy says that all employees must wear a particular uniform if it is difficult for a pregnant employee to wear that uniform.