J27 Workplace Harassment

Law. WorkSafeBC Occupational Health and Safety Policy P2-21-2, effective 2013-11-01, made under the employer’s general duties in the Workers Compensation Act (WorkSafeBC, 2013); worker and supervisor duties in Policies P2-22-1 and P2-23-2. The Occupational Health and Safety Regulation contains no harassment section; worker-on-worker violence is “improper activity or behaviour” (Occupational Health and Safety Regulation [BC], 2026, ss. 4.24-4.26).

What must be covered. The employer takes all reasonable steps to prevent or minimize bullying and harassment, including (WorkSafeBC, 2013, P2-21-2):

• 1. a policy statement that bullying and harassment is not acceptable or tolerated;
• 2. steps to prevent or minimize it;
• 3. procedures for workers to report incidents or complaints, including how, when and to whom, and a route where the employer, a supervisor or a person acting for the employer is the alleged harasser;
• 4. procedures for dealing with incidents and complaints: how and when investigations are done, what they include, roles, follow-up and record keeping;
• 5. informing workers of the policy and the prevention steps;
• 6. training supervisors and workers to recognize bullying and harassment, respond to it, and use the reporting and investigation procedures;
• 7. annually reviewing (a) to (d);
• 8. not engaging in bullying and harassment;
• 1. applying and complying with its own policies and procedures.

Fire-service nuance.

• The duty is a Board policy interpreting the general duty, enforced through orders and penalties like any other OHS requirement. There is no fire-service exemption.
• Bullying and harassment exclude reasonable action by an employer or supervisor relating to the management and direction of workers (WorkSafeBC, 2013).
• A mental disorder predominantly caused by a significant work-related stressor, “including bullying or harassment”, is compensable (Workers Compensation Act [BC], 2019, s. 135(1)(a)(ii)); see J32 Workers' Compensation and Firefighter Presumptions.
• Volunteer and paid-on-call members are workers, so the policy and training must reach them (J11 Volunteer Firefighters).

Status. Verified on 2026-10-23 against the Board’s published policy and the Act (consolidated to 2026-10-13).

Law. Occupational Health and Safety Act, ss. 1(n), 1(tt) and 3(1)(c) (Occupational Health and Safety Act [AB], 2020); Occupational Health and Safety Code, Part 27, ss. 390 to 392 (Occupational Health and Safety Code [AB], 2025, ss. 390-392).

What must be covered.

• One combined violence and harassment prevention plan for every employer (Occupational Health and Safety Code [AB], 2025, s. 390(1)): measures to eliminate or control the hazard; procedures to inform workers of the nature and extent of the hazard; procedures to report; procedures to investigate complaints and incidents; and confidentiality except where disclosure is needed to investigate, take corrective action, inform the parties of the results, warn of a threat, or is required by law. Developed and reviewed with the committee, representative or affected workers (ss. 390(2), 390.7(2)).
• Training in recognizing harassment, the plan and its revisions, the response including how to get help, and the reporting, investigating and documenting procedures (s. 391).
• Review when an incident indicates it, when the work or work site changes, at the request of the committee or representative, and at least every 3 years (s. 390.7(1)).
• Investigation under the Act’s incident provisions (s. 391.1); advice to see a health professional, with treatment during work hours counted as work time (ss. 391.2, 392).
• Definition. “Harassment” is any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action that the person knows or ought reasonably to know will cause offence or humiliation or adversely affects the worker’s health and safety, including conduct on human rights grounds and sexual solicitation, and excluding reasonable conduct of an employer or supervisor in managing workers or a work site (Occupational Health and Safety Act [AB], 2020, s. 1(n)).

Fire-service nuance.

• The employer must ensure, as far as reasonably practicable, that none of its workers is subjected to or participates in harassment (Occupational Health and Safety Act [AB], 2020, s. 3(1)(c)). “Participates” makes the department responsible for its own members’ conduct, including at off-duty events tied to the work.
• Volunteers are workers: “worker” includes “a person who performs or supplies services for no monetary compensation” (Occupational Health and Safety Act [AB], 2020, s. 1(tt)).
• Part 27 was rewritten effective 2025-03-31; check older policies against the current s. 390 list.

Status. Verified against the official text on 2026-10-23 (Code consolidated to 2025-03-31; Act to 2025-06-11).

Law. The Saskatchewan Employment Act, ss. 3-1(1)(l), 3-1(6), 3-8, 3-9, 3-10 and 3-21.1 (The Saskatchewan Employment Act [SK], 2013); The Occupational Health and Safety Regulations, 2020, s. 3-25 (The Occupational Health and Safety Regulations, 2020 [SK], 2021, s. 3-25).

What must be covered.

• Written policy to prevent harassment, developed after consulting the occupational health committee, the representative or the workers, and an investigation into any incident of workplace harassment (The Saskatchewan Employment Act [SK], 2013, s. 3-21.1).
• Policy elements (The Occupational Health and Safety Regulations, 2020 [SK], 2021, s. 3-25(1)(a)-(j)): a definition that includes the Act’s; every worker’s entitlement to employment free of harassment; a commitment to every reasonably practicable effort to prevent it; corrective action against anyone under the employer’s direction who harasses; how complaints reach the employer; non-disclosure of names and circumstances except to investigate, correct or as required by law; a reference to the Act’s harassment provisions and the worker’s right to ask an occupational health officer for help; a reference to the Saskatchewan Human Rights Code, 2018 and the right to complain to the Human Rights Commission; how the complainant and the alleged harasser learn the results; and a statement that the policy does not limit other legal rights.
• Implement and post the policy in a conspicuous place (s. 3-25(2)).
• Training and review. No training content and no review cycle are prescribed.
• Definition. Inappropriate conduct, comment, display, action or gesture based on a prohibited ground or on physical size or weight, or that adversely affects psychological or physical well-being and that the person knows or ought to know would humiliate or intimidate, and that threatens health or safety; or unwelcome conduct of a sexual nature (The Saskatchewan Employment Act [SK], 2013, s. 3-1(1)(l)). Repeated conduct or a single serious occurrence qualifies (s. 3-1(4)-(5)).

Fire-service nuance.

• Employers, supervisors and workers each have a statutory duty about harassment (ss. 3-8, 3-9, 3-10), so an officer who tolerates it is personally exposed.
• Volunteers count as workers for these duties (s. 3-1(6)).
• The investigation duty was added by S.S. 2023, c. 40.

Status. Verified against the official text on 2026-10-23 (Act consolidated to 2025-12-31; Regulations to 2021-04-01, the latest available).

Law. Workplace Safety and Health Regulation, Part 10, ss. 10.1 to 10.3, and the definition in s. 1.1 (Workplace Safety and Health Regulation [MB], 2026).

What must be covered.

• Written policy to prevent harassment, implemented by every employer, with worker compliance ensured, developed in consultation with the committee, the representative or the workers (s. 10.1).
• Required statements (s. 10.2(1)): every worker is entitled to work free of harassment; the employer must ensure, so far as reasonably practicable, that no worker is harassed; corrective action against anyone under the employer’s direction who harasses; non-disclosure of names and circumstances except to investigate, correct or as required by law; the right to complain to the Manitoba Human Rights Commission; and that the policy does not limit other legal rights.
• Procedures (s. 10.2(2)): how to make a complaint, how it will be investigated, and how the complainant and alleged harasser will be told the results.
• Posting in a conspicuous place (s. 10.3).
• Training and review. None specified.

Fire-service nuance.

• “Harassment” means objectionable conduct that creates a risk to the health of a worker, or severe conduct that adversely affects a worker’s psychological or physical well-being (s. 1.1), so a single serious incident can qualify.
• No training duty is written, but a policy members have never been taught on is hard to defend as reasonably practicable; train every member and officer.

Status. Verified against the official text on 2026-10-24 (Regulation consolidated to 2026-10-20, including the s. 1.1 definition).

Law. Occupational Health and Safety Act, ss. 1(1), 1(4), 32.0.1, 32.0.6 to 32.0.8 and 55.3 (Occupational Health and Safety Act [ON], 1990); Human Rights Code, s. 5(2) (Human Rights Code [ON], 1990, s. 5(2)).

What must be covered.

• Written policy on workplace harassment, reviewed as often as necessary and at least annually, and posted unless five or fewer workers are regularly employed (s. 32.0.1).
• Written program, developed in consultation with the committee or representative, that includes (s. 32.0.6(2)):
  • measures and procedures to report incidents to the employer or supervisor;
  • a route to someone other than the employer or supervisor where either is the alleged harasser;
  • how incidents and complaints will be investigated and dealt with;
  • how information, including identifying information, is kept confidential unless disclosure is needed to investigate, correct or is required by law;
  • how the worker who experienced harassment and the alleged harasser, if a worker, will be told the results and any corrective action.
• Duties (s. 32.0.7(1)): an investigation appropriate in the circumstances; the results and corrective action given in writing to both parties; the program reviewed as often as necessary and at least annually.
• Information and instruction on the policy and program (s. 32.0.8).
• Third-party investigation. An inspector may order an investigation by an impartial person, at the employer’s expense (s. 55.3).
• Definition. A course of vexatious comment or conduct, “including virtually through the use of information and communications technology”, known or reasonably known to be unwelcome, and workplace sexual harassment (s. 1(1)); reasonable management action is not harassment (s. 1(4)).

Fire-service nuance.

• Investigation results are not a “report respecting occupational health and safety” that must go to the committee (s. 32.0.7(2)), which protects confidentiality.
• The virtual-conduct wording (added in 2024) reaches station group chats and social media.
• Harassment in employment on a protected ground is also a human rights violation (Human Rights Code [ON], 1990, s. 5(2)).

Status. Verified against the official text on 2026-10-23 (Act and Code consolidated to the e-Laws currency date of 2026-10-20).

Law. Act respecting labour standards, ss. 81.18 to 81.20 and 123.7 (Act respecting labour standards [QC], 2026); Act respecting occupational health and safety, s. 59 (Act respecting occupational health and safety [QC], 2026, s. 59); Charter of human rights and freedoms, s. 10.1 (Charter of human rights and freedoms [QC], 2026, s. 10.1).

What must be covered.

• Right and duty. Every employee has a right to a work environment free from psychological harassment; employers must take reasonable action to prevent it from any person and stop it when they become aware of it (LSA s. 81.19).
• Mandatory policy to prevent and manage psychological harassment, made available to employees, setting out (s. 81.19):
  1. methods and techniques to identify, control and eliminate the risks, including a section on behaviour of a sexual nature;
  2. the specific information and training programs offered to employees and to the people designated to manage complaints or reports;
  3. recommendations on behaviour at work-related social activities;
  4. procedures for complaints or reports and the follow-up the employer must give;
  5. measures to protect the people concerned and those who cooperate in a complaint;
  6. the process for managing a situation, including the employer’s inquiry;
  7. confidentiality measures and keeping the documents for at least 2 years.
• Part of the prevention program. The policy is an integral part of the prevention program or action plan under the occupational health and safety Act (s. 81.19; LSST s. 59).
• Definition. Vexatious behaviour in the form of repeated and hostile or unwanted conduct, comments, actions or gestures that affects dignity or psychological or physical integrity and creates a harmful work environment, including behaviour of a sexual nature; a single serious incidence with a lasting harmful effect can qualify (s. 81.18).
• Complaints within 2 years of the last incident (s. 123.7). The provisions are deemed part of every collective agreement, and unionized employees use the grievance route (s. 81.20).

Fire-service nuance.

• Applies to every employer, including municipal fire services and part-time firefighters, with no size threshold.
• The policy contents were expanded by S.Q. 2024, c. 4; check policies written before 2024.
• Harassment on a protected ground is also prohibited by the Charter (s. 10.1).
• No review cycle is set for the policy itself; the prevention program’s priorities are reported to the CNESST every 3 years (LSST s. 60).

Status. Verified against the official text on 2026-10-23 (Acts and Charter consolidated to 2026-08-12).

Law. General Regulation 91-191, ss. 2 and 374.4 to 374.8 (General Regulation: Occupational Health and Safety Act [NB], 2026), under the Occupational Health and Safety Act; Human Rights Act, s. 10 (Human Rights Act [NB], 2011, s. 10).

What must be covered.

• Written code of practice for harassment for every employer, to ensure employees’ health and safety to the extent possible (s. 374.4(1)). It must include (s. 374.4(2)):
  • 1. a statement that every employee is entitled to work free of harassment;
  • 2. the person responsible for implementing it;
  • 3. a statement that an employee shall report harassment as soon as circumstances permit;
  • 4. how the employer investigates and documents incidents;
  • 5. how affected employees are told the results;
  • 6. how corrective measures are implemented;
  • 7. follow-up with affected employees;
  • 8. training needs.
• Consultation and implementation with committees, representatives or employees; the code readily available on request (s. 374.5).
• Privacy. Identities and circumstances disclosed only to investigate, correct or as required by law; personal information kept to the minimum (s. 374.6).
• Training program for each employee and each supervisor, with training records available to an officer (s. 374.7).
• Review at least once each year, and update on change or an officer’s order (s. 374.8).
• Definition. Objectionable or offensive behaviour known or reasonably known to be unwelcome, including bullying, on a one-time or repeated basis, that threatens an employee’s health or safety, including sexual harassment, and excluding reasonable management conduct (s. 2).

Fire-service nuance.

• These are “codes of practice”: the employer must follow them, and an officer can order changes. Every fire department needs both a harassment code and, because fire departments are emergency service providers, a violence code (J26 Workplace Violence).
• Sexual harassment by an employer, its representative or another employee is also prohibited by the Human Rights Act (s. 10).

Status. Verified against the official text on 2026-10-23 (Regulation consolidated to 2026-06-30; Human Rights Act to 2023-06-16).

Law. Occupational Health and Safety Act, s. 13(4) (Occupational Health and Safety Act [NS], 1996, s. 13(4)); Workplace Health and Safety Regulations, Part 27, ss. 27.1 and 27.2, in force 2025-09-01 (Workplace Health and Safety Regulations [NS], 2025, ss. 27.1-27.2).

What must be covered.

• Every employer, whatever its size, must establish and implement a written harassment prevention policy (Occupational Health and Safety Act [NS], 1996, s. 13(4)).
• The ten elements of s. 27.2(1)(a) to (j):
  1. the entitlement to a harassment-free workplace;
  2. the employer’s commitment to prevent harassment so far as reasonably practicable;
  3. employees’ obligation not to harass;
  4. encouragement to report;
  5. procedures for recognizing, preventing and responding to harassment, for reporting it, for complaining to a third party where the employer or a supervisor is the subject, for investigating, and for informing the parties of the results;
  6. confidentiality, with the stated exceptions;
  7. no reprisal against a good-faith complainant;
  8. a commitment to investigate all complaints;
  9. appropriate corrective action;
  10. a statement that the policy does not limit other legal rights.
• Training. Every employee is trained on the policy (s. 27.2(2)).
• Review at least every 3 years (s. 27.2(3)).
• Definition. A single significant occurrence, or repeated objectionable or unwelcome conduct, comment or action, including bullying, that degrades, intimidates or threatens; it includes harassment on a Human Rights Act ground and inappropriate sexual conduct, and excludes good-faith management direction (s. 27.1).

Fire-service nuance.

• A municipal corporate policy satisfies the rule only if it contains all ten elements and the department can show every member, career and volunteer, was trained on it.
• The third-party route in element 5 matters where the fire chief, a deputy or a council member is the subject.
• Since 2024-09-01, gradual-onset psychological injury, including harm from harassment, is compensable (J32 Workers' Compensation and Firefighter Presumptions).

Status. Verified on 2026-10-24 against the Legislature’s 2025 consolidation of the Act (as amended by S.N.S. 2024, c. 10) and Part 27 of the regulations.

Law. Occupational Health and Safety Act, s. 12(3) (Occupational Health and Safety Act [PE], 1988, s. 12(3)); Workplace Harassment Regulations, ss. 2 to 9, in force 2020-07-01 (Occupational Health and Safety Act Workplace Harassment Regulations [PE], 2020).

What must be covered.

• Written policy to prevent and investigate harassment, developed with the committee or representative, for every employer with no size threshold (Occupational Health and Safety Act [PE], 1988, s. 12(3); Occupational Health and Safety Act Workplace Harassment Regulations [PE], 2020, s. 4(1)). It must include (s. 4(1)(a)-(i)):
  • 1. a definition consistent with the regulations;
  • 2. the entitlement to work free of harassment;
  • 3. a commitment that the employer will ensure, as far as reasonably practicable, that no worker is harassed;
  • 4. a commitment to corrective action;
  • 5. how to complain to the employer or supervisor, how to complain to someone else where the employer or supervisor is the subject, how complaints are investigated, and how both parties learn the results and the corrective action;
  • 6. non-disclosure of identifying information except to investigate, correct or as permitted by law;
  • 7. a statement that the policy does not limit other legal rights;
  • 8. a statement that the policy does not prevent a complaint under the Human Rights Act;
  • 1. no reprimand, reprisal or discrimination against a good-faith complainant.
• Impartial investigator. The employer may refer an investigation to an impartial person (s. 4(2)), and an officer may order one (s. 7).
• Single or repeated occurrences both count (s. 2).
• Training and review. None set.

Fire-service nuance.

• Since 2025-01-01 the Workers Compensation Board’s policy covers psychological injury from work-related harassment (J32 Workers' Compensation and Firefighter Presumptions).
• The regulations set no training duty; train every member and officer anyway, since a policy nobody knows does not meet the commitment in element (c).

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2020-07-01; Act to 2023-08-01).

Law. Occupational Health and Safety Regulations, 2012, ss. 22(2), 24.1 and 24.2 (Occupational Health and Safety Regulations, 2012 [NL], 2026).

What must be covered.

• Written harassment prevention plan, developed with the committee, containing ten mandatory elements (s. 24.1(2)(a)-(j)): the entitlement to a harassment-free workplace; the employer’s commitment; workers’ obligations; supervisors’ obligations; the reporting route, including to an external third party where the employer is the alleged harasser; the investigation process; confidentiality; notification of results; rights under other law; and protection from retaliation.
• Accessible to all workers and reviewed as necessary but at least annually (s. 24.1(3)).
• Investigation of complaints by the employer (s. 24.1(4)); an officer may order an impartial third-party investigation at the employer’s cost (s. 24.1(5)-(6)).
• Training. The employer takes harassment prevention training and ensures workers are trained (s. 24.2), with no interval stated.

Fire-service nuance.

• Applies to every employer, including volunteer departments run by towns and local service districts. The regulations do not say whether volunteers are “workers”, so cover them by policy (J11 Volunteer Firefighters).
• Psychological injury from non-traumatic stress, including most harassment, is not compensable here (J32 Workers' Compensation and Firefighter Presumptions), so prevention carries more of the load.

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2026-09-24).

Law. Workplace Health and Safety Regulations, Part 19, ss. 19.01 to 19.05, and the definitions in s. 1.02, in force 2021-09-04 (Workplace Health and Safety Regulations [YT], 2022).

What must be covered.

• One violence and harassment policy statement and procedures, developed with the committee, the representative or the workers, with training and supervision (s. 19.01).
• Policy statements (s. 19.02): violence and harassment are prohibited; the entitlement to a workplace free of them; the employer’s commitment to eliminate or control the risk; complaint routes, including one for complaints against the employer; confidentiality and minimum disclosure; and preservation of other legal rights.
• Procedures (s. 19.03): controls; reporting; an alternative route where the employer is the respondent; documenting, investigating and controlling; communicating results; and assistance, including post-incident treatment or counselling.
• Investigation of every complaint; an officer may order an impartial investigator (s. 19.04).
• Definition. Harassment covers conduct that “adversely affects the worker’s physical or psychological well-being” and excludes reasonable management action (s. 1.02).

Fire-service nuance.

• “Worker” includes a volunteer (Workers’ Safety and Compensation Act [YT], 2021), so the policy and training reach volunteer brigade members.
• How a psychological injury caused by harassment is compensated is set out in J32 Workers' Compensation and Firefighter Presumptions.
• No review cycle is set in Part 19. The general rule that prevention policy statements and procedures are reviewed at least every three years (s. 1.04.01(2)) is the safest reading for the Part 19 policy (interpretation); review it at least every three years.

Status. Verified against the board’s official rendering of Parts 1 and 19 on 2026-10-24.

Law. Occupational Health and Safety Regulations, s. 34 (Occupational Health and Safety Regulations [NT], 2024, s. 34); Workers’ Safety and Compensation Commission Code of Practice: Harassment, in effect 2019-03-29 (WSCC, 2019).

What must be covered.

• Written policy for every employer, developed in consultation with the committee, the representative or the workers, and readily available (s. 34(4)-(5)). It must include (s. 34(4)(a)-(h)):
  • 1. a definition consistent with the regulation;
  • 2. each worker’s entitlement to work free of harassment;
  • 3. a commitment to every reasonable effort to prevent it;
  • 4. a commitment to corrective action against anyone who harasses a worker;
  • 5. how complaints reach the employer;
  • 6. non-disclosure of names and circumstances except to investigate, correct or as required by law;
  • 7. how the complainant and alleged harasser learn the results;
  • 8. a statement that the policy does not limit other legal rights.
• Definition. A course of vexatious comment or conduct at a work site, known or reasonably known to be unwelcome, that threatens a worker’s health or safety; either repeated conduct or a single serious occurrence with a lasting harmful effect; excluding reasonable management action (s. 34(1)-(3)).
• Training and review. None set in the regulation; the code of practice recommends training supervisors and workers (WSCC, 2019).

Fire-service nuance.

• Volunteers are workers under the Safety Act, which covers work “with or without remuneration” (Safety Act [NT], 1988), so community fire departments need the policy and should train their members.
• The regulation sets no review cycle; review it with the committee at least every three years, matching the violence policy in s. 35(7) (J26 Workplace Violence).

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2024-09-26).

Law. Occupational Health and Safety Regulations, s. 34 (Occupational Health and Safety Regulations [NU], 2021, s. 34); the same Code of Practice: Harassment, in effect in Nunavut from 2019-03-29 (WSCC, 2019).

What must be covered.

• The same rule as the Northwest Territories: a written policy for every employer with the eight elements in s. 34, made available to workers, under the same definition.
• No training or review cycle in the regulation; the code of practice recommends training.

Fire-service nuance.

• Hamlet fire departments are covered, and their volunteers are workers under the Safety Act (Safety Act [NU], 1988).

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2021-09-28).

Law. Canada Labour Code, ss. 122(1) and 125(1)(z.16) to (z.163) (Canada Labour Code [CA], 1985); Work Place Harassment and Violence Prevention Regulations, ss. 5 to 37 (Work Place Harassment and Violence Prevention Regulations [CA], 2026); Canadian Human Rights Act, s. 14 (Canadian Human Rights Act [CA], 1985, s. 14).

What must be covered.

• Policy, developed jointly with the policy committee, workplace committee or representative, containing (WHVPR s. 10(2)):
  • 1. a mission statement on prevention and protection;
  • 2. the roles of the employer, designated recipient, employees, committees and representative;
  • 3. the risk factors, internal and external to the workplace;
  • 4. a summary of the training;
  • 5. a summary of the resolution process, including the designated recipient and how notice of an occurrence is given;
  • 6. the reasons the workplace assessment must be reviewed;
  • 7. a summary of the emergency procedures;
  • 8. how privacy is protected;
  • 1. other recourse available;
  • 10. the support measures available;
  • 11. the person designated to receive complaints under s. 127.1 of the Code.
• Policy review jointly at least once every three years and after any change to an element (s. 10(4)).
• Workplace assessment of risk factors and preventive measures, reviewed every three years (s. 5).
• Training specific to the workplace, covering the policy, the link to the prohibited grounds of discrimination and how to recognize, minimize, prevent and respond to harassment and violence (s. 12(2)); for employees within three months of starting, at least every three years after, and on assignment to a role with increased risk (s. 12(4)); for the designated recipient and the employer as well (s. 12(5)-(6)).
• Resolution process with fixed timelines, records kept 10 years and an annual report (J26 Workplace Violence has the timelines).

Fire-service nuance.

• Applies to federally regulated airport fire services, Crown corporations and federal public service fire services.
• The third-party carve-out in s. 15(2) applies to violence from the public, not to harassment between employees; complaints about colleagues and officers always go through the resolution process.

Status. Verified against the official text on 2026-10-23 (Code, Regulations and Canadian Human Rights Act consolidated to 2026-09-30).