In Canada, harassment training requirements vary across provinces. Each province has legislation outlining steps businesses must take to prevent workplace harassment. While there is no definition of "sexual harassment" in the workplace, several provinces have established their own definitions and training mandates.
Protected Characteristics
- Race
- National or ethnic Origin
- Color
- Religion
- Age
- Sex
- Gender Identity or Expression
- Marital Status
- Family Status
- Genetic Characteristics
- Disability
Harassment Training Components
Canadian harassment training programs typically cover the following:
- Defining and describing workplace harassment, sexual harassment, and violence
- Outlining the employer's policy against harassment and violence
- Explaining procedures for reporting incidents and complaints
- Informing workers about investigation processes and outcomes
- Discussing the role and responsibilities of employers and supervisors in prevention
- Providing tools to recognize potential harassment
- Teaching how to respond to workplace harassment and violence
Most provinces require training for all workers, including management, at least once every three years or more frequently if needed. New workers should receive training within three months of employment.
French Language Requirements in Quebec
In Quebec, employers must make harassment prevention training available in French for Quebec-based workers and any other workplace language. This requirement aligns with Quebec's status as a French-speaking province and ensures all employees can access and understand the training material.
Provincial Laws and Regulations
Provinces like Alberta, British Columbia, New Brunswick, Newfoundland and Labrador, Ontario, and Quebec have specific laws outlining harassment training requirements. For instance, Ontario enacted sweeping legislation in 2016 requiring employers to provide training on their policies against workplace harassment, sexual harassment, and violence.
Alberta
Alberta's Occupational Health and Safety Code 391 requires employers to train workers on violence and harassment in the workplace.
Employers must ensure all workers are trained on:
- How to recognize violence and harassment
- The employer's policies, procedures, and workplace arrangements to control or eliminate violence and harassment
- How to respond to violence and harassment, including how to get help
- How to report, investigate, and document incidents of violence and harassment
British Columbia
Any business in British Columbia that hires workers (paid or unpaid positions, including apprentices and volunteers) to work in British Columbia must take reasonable steps to prevent workplace harassment and discrimination.
B.C. Reg. 296/97 and the Workers Compensation Act, Section 21(2)(b) and (e) requires supervisor and employee training on:
- How to recognize bullying and harassment
- How to respond to bullying and harassment
- What are the procedures for reporting incidents
- How the business deals with incidents
Manitoba
Part 10 of the Manitoba Workplace Safety and Health Regulation (M.R. 217/2006) requires employers to develop and implement a written harassment prevention policy.
New Brunswick
The General Regulation (O.C. 91-1035, 91-191, 374.2, and 374.4.1) under the New Brunswick Occupational Health and Safety Act requires the implementation of a training program.
- Employers need to establish a written code of practice for discrimination and harassment in the workplace to safeguard the health and safety of employees as much as possible.
- Employers must enforce a training program aligned with the standards of practice for all employees and supervisors.
Newfoundland and Labrador
The Occupational Health and Safety Regulations for Newfoundland and Labrador under O.C. 2019-017 Regulation 2019, 24.2 (1-2) require employers to provide training relating to harassment prevention.
- All employers must train all employees regarding discrimination and harassment prevention, along with developing a workplace prevention plan.
Northwest Territories
Northwest Territories Occupational Health and Safety Regulations R-039-2015 requires employers to develop a written policy and code of practice to prevent discrimination and harassment in the workplace.
Nova Scotia
Nova Scotia's Occupational Health and Safety (OHS) laws strongly recommend that workplaces have a policy that emphasizes zero tolerance for harassment.
Nunavut
Nunavut Occupational Health and Safety Regulations, Nu Reg 003-2016, requires employers to provide training to prevent harassment in the workplace.
Ontario
Ontario’s Occupational Health and Safety Act, R.S.O. 1990, c. O.1 Program, violence 32.0., requires employers to develop and maintain a program that ensures the safety of workers.
Ontario employers must provide workers with appropriate employee education on the workplace’s violence and harassment prevention policies.
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Prince Edward Island
The Prince Edward Island Employment Standards Act, RSPEI 1988, c E-6.2 requires employers to have a sexual harassment policy and communicate it to their employees. The policy should include a definition of sexual harassment, Employee rights, and Disciplinary measures.
Quebec
Quebec’s Occupational Health and Safety Act, CQLR c S-2.1, requires every employer to take the necessary steps to safeguard employees' safety and physical well-being.
- Employers must implement policies, procedures, and workplace programs that prevent the dangers of violence and discriminatory harassment.
- The program must include a standard response system to workplace violence and discriminatory harassment, including steps for obtaining assistance and procedures for reporting, investigating, and documenting such incidents.
Saskatchewan
The Saskatchewan Employment Act, SS 2013, c S-15.1 requires employers to provide training on harassment prevention, including sexual harassment, to their employees.
Employers must develop and implement a harassment policy, investigate all harassment incidents, and educate on workplace harassment-free practices.
Yukon
Yukon Occupational Health and Safety Regulations (YOIC 2006/178, Part 19) require employers to provide training on workplace safety policies, including sexual harassment, and ensure that their workplace is free of hazards, including the risk of sexual harassment.
Best Practices for Preventing Discrimination and Harassment in Canadian Workplaces
To ensure compliance with Canadian harassment training requirements, consider the following best practices:
- Regularly review and update training materials
- Ensure all employees complete the required training
- Maintain detailed records of completed training sessions
- Provide training by individuals with demonstrated expertise in the area, preferably with lived experience
- Implement ongoing training sessions to reinforce key concepts
By following these guidelines and staying informed about provincial requirements, you can create a comprehensive harassment prevention program that protects your employees and business.
Conclusion
By understanding and implementing provincial-specific mandates, businesses can protect their staff and organization from potential legal issues. It's clear that while some provinces have stringent provisions, others merely recommend training, emphasizing the significance of staying advised about local rules.
Creating an effective harassment prevention program goes beyond meeting legal requirements. It involves choosing the right training provider, customizing content for your industry, tracking completion, and measuring effectiveness. Canadian companies trust Vubiz for easy-to-customize harassment training prevention courses. By prioritizing ongoing education and fostering a culture of respect, businesses can create workplaces where everyone feels valued and protected.
Request a demo of our Canadian Harassment and Violence Prevention online courses.