What employers can do to ensure a safe workplace for everyone
Workplace violence and harassment are not only the concerns of the HR department but are important safety issues that affect the physical and emotional health of the employees and, in turn, their productivity in the workplace. In Canada, workplace violence and harassment are regulated by the Occupational Health and Safety (OHS) system, thus making it the employer’s legal responsibility to prevent and respond to such cases.
What is workplace violence and harassment?
In the context of the Occupational Health and Safety Regulations, workplace violence is any act that may result in physical or psychological harm of an individual in the workplace. Harassment, which is often synonymous with violence, entails bullying, discrimination, sexual harassment, and other forms of aggressive behavior that make the work place an intolerable place to work. The legislation differs by province, but the Canada Labour Code (Part II) and provincial OHS regulations generally require that employers have procedures for mitigating violence & harassment in the workplace.
Why is this a growing concern?
Many employees do not report cases of workplace violence or harassment because they fear the consequences, or they are not sure what constitutes harassment. As per a study released in 2024 by Statistics Canada’s Centre for Gender, Diversity and Inclusion Statistics, nearly 1 in 2 women and roughly 3 in 10 men report ever experiencing harassment or sexual assault in the workplace. Research shows that unaddressed harassment increases employee turnover, stress, and can even result in on the job injuries that are attributed to mental fatigue or distraction.
What should employers do?
Employers are legally required to ensure that their workers are working in a safe environment. Here’s how they can act:
Set and implement rules & procedures: Employers are required to have a written procedure that describes workplace violence and harassment, the procedure unbiased investigations and the consequences of violating the company’s policy. It is important that all employees have access to these policies.
Promote the concept of psychological safety: Managers should make it a point to respond positively to reports of violence and aggression, investigate them promptly and encourage employees to report any cases of violence and harassment in the workplace.
Train employees and supervisors: It is important that all employees and managers should be aware of the signs of conflict and how to handle these situation as well as how to report cases of violence and harassment.
Provide support systems: Affected employees require confidential channels of reporting cases, counseling services, and legal advice. It is imperative that employers provide easy and prompt access to these systems.
Implications of doing nothing
Failing to address workplace violence and harassment can lead to legal, financial, and reputational consequences. Employers risk fines, lawsuits, and increased workers’ compensation claims, while also damaging employee trust and retention.
Workplace violence and harassment aren’t just legal risks, they are deeply human problems that affect people’s lives, psychological health, and their sense of security. A truly healthy & safe workplace isn’t just free from physical hazards; it’s a place where employees feel valued, supported, and protected from harm—both seen and unseen
