Bullying and Harassment Policy Template for Canada

A Bullying and Harassment Policy sets clear rules and standards to protect workers from harmful workplace behavior, as required by Canadian occupational health and safety laws. It explains what counts as bullying or harassment, outlines reporting procedures, and describes how the organization will handle complaints.

These policies help employers meet their legal duty to provide safe workplaces under provincial laws like Ontario's Occupational Health and Safety Act and BC's Workers Compensation Act. They typically include specific examples of unacceptable conduct, confidential reporting channels, investigation processes, and measures to prevent retaliation against those who report incidents.

Every Canadian workplace needs a Bullying and Harassment Policy from day one of operations. It's essential when hiring your first employee, opening a new location, or expanding your team. The policy becomes particularly important after workplace incidents occur, when employee conflicts arise, or when staff express concerns about workplace behavior.

Update your policy when workplace laws change, after investigating harassment cases, or when moving into new provinces with different regulations. Many organizations review their policies annually, especially in high-risk industries like healthcare, retail, and hospitality where staff frequently interact with the public and each other.

• Basic Stand-Alone Policy: A comprehensive document covering definitions, reporting procedures, and investigation processes - ideal for small to medium businesses.
• Integrated HR Manual Version: Built into broader employee handbooks, connecting harassment policies with related conduct guidelines and disciplinary procedures.
• Industry-Specific Policy: Tailored for sectors like healthcare or construction, addressing unique workplace dynamics and risks.
• Multi-Jurisdiction Policy: Adapted for organizations operating across multiple Canadian provinces, incorporating varied provincial requirements.
• Digital Workplace Policy: Enhanced with sections covering online harassment, remote work interactions, and digital communication channels.

• Employers: Responsible for creating, implementing, and updating the Bullying and Harassment Policy to meet legal requirements and protect workers.
• HR Professionals: Handle day-to-day policy administration, conduct training, manage complaints, and coordinate investigations.
• Employees: Must understand, follow, and acknowledge the policy, including reporting procedures and expected workplace behavior.
• Supervisors and Managers: Enforce policy standards, address concerns promptly, and maintain documentation of incidents.
• Legal Counsel: Review policy content, ensure compliance with provincial laws, and advise on updates or incident responses.

• Legal Requirements: Review your province's workplace safety laws and harassment regulations to ensure compliance.
• Company Details: Gather information about workplace locations, reporting structures, and existing HR procedures.
• Reporting Channels: Establish clear paths for employees to report incidents confidentially.
• Investigation Process: Define who handles complaints, timelines, and documentation requirements.
• Training Plan: Outline how employees will learn about the policy and receive regular updates.
• Implementation Strategy: Plan policy rollout, including staff communications and acknowledgment forms.

• Policy Statement: Clear commitment to maintaining a harassment-free workplace and zero-tolerance stance.
• Definitions: Specific examples of prohibited conduct, including physical, verbal, and digital harassment.
• Scope: Who's covered, including employees, contractors, and visitors across all work locations.
• Reporting Procedures: Multiple confidential channels for raising concerns and timeline requirements.
• Investigation Process: Steps taken after a complaint, including confidentiality protections.
• Consequences: Range of disciplinary actions for policy violations.
• Protection Measures: Anti-retaliation provisions and support resources for affected parties.

A Bullying and Harassment Policy differs significantly from a Sexual Harassment Policy in several key ways, though they often work together to protect employees. While both address workplace misconduct, their scope and focus vary considerably.

• Scope of Behavior: Bullying and Harassment Policies cover a broader range of misconduct, including intimidation, exclusion, and workplace hostility. Sexual Harassment Policies specifically target unwanted sexual advances, gender-based discrimination, and sexual misconduct.
• Legal Framework: Sexual harassment policies align with human rights legislation and gender equality laws, while bullying policies typically fall under occupational health and safety regulations.
• Investigation Procedures: Sexual harassment cases often require specialized investigators and strict confidentiality protocols, whereas bullying investigations may be handled through standard HR channels.
• Reporting Requirements: Sexual harassment incidents may trigger mandatory reporting to external authorities, while bullying cases are usually managed internally unless they escalate to criminal behavior.