Harassment and violence prevention in Canada is regulated as an occupational health and safety hazard and human rights concern, split across federal and provincial jurisdictions.
Federal jurisdiction
Applies to federally regulated industries (banking, telecommunications, interprovincial transport, and Crown corporations). Under Part II of the Canada Labour Code and the Work Place Harassment and Violence Prevention Regulations, employers must develop a joint harassment and violence prevention policy, carry out workplace risk assessments, establish formal conciliation/investigation protocols, and deliver training to all employees, supervisors, and designated complaint recipients within six months of hire and at least once every three years.
Provincial
Applicable laws
Summary
Under the Occupational Health and Safety Act, sexual harassment is defined as a workplace health and safety hazard. Employers must maintain a written prevention program, instruct all workers annually, and conduct an objective investigation into every complaint or incident.
Applicable laws
Summary
Under the Act Respecting Labour Standards (amended by Bill 42), employers must implement formal policies to prevent psychological and sexual harassment, investigate allegations, and protect staff from harassment committed by colleagues, supervisors, or third-party clients.
Applicable laws
Summary
Administered by WorkSafeBC under the Workers Compensation Act, requiring employers to create written anti-bullying and harassment policies, establish clear internal reporting pathways, and conduct mandatory preventative training for all workers and managers.
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