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Workplace Harassment – Employer's "To Do" List
As of September 8, 2016, the Occupational Health and Safety Act sets out expanded rights and obligations
to eliminate harassment in the workplace. This list has been developed to help employers meet their
responsibilities.
Indicates a legal requirement set out in OHSA
Indicates a suggested good practice
Notice: The information in this document is offered as a courtesy and is not legal advice. Employers
remain fully responsible for ensuring compliance with the Occupational Health and Safety Act.
1. Develop a workplace policy addressing workplace harassment, including sexual harassment
Post, if you have six or more workers
Post at a conspicuous location in the workplace or in a readily accessible electronic format
Review as often as needed, or at least annually
The policy should contain statements:
Defining workplace harassment and workplace sexual harassment
Demonstrating commitment to a healthy and safe workplace, including freedom from
harassment
Indicating that the policy applies to all workers – full-time, part-time, casual/contract/
temporary/seasonal, co-op students (paid and unpaid), managers
Indicating that workers are protected from harassment from all sources (other workers,
patients, customers, service providers, the public, etc.)
Encouraging workers to report workplace harassment, experienced or witnessed
Demonstrating the employer's commitment to investigate and deal with incidents and
complaints in a fair and timely manner
Reassuring workers that they will not be penalized for reporting an incident or participating in
an investigation
Have the policy dated and signed by the most senior executive of the organization
Consider whether to combine your workplace policy on harassment with your workplace policy on
violence
Consider adopting Part I of the Ministry of Labour's Code of Practice
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