Harassment policy

A written set of rules on how your business prevents, reports and deals with harassment. Most Canadian provinces require one, even for small employers.

Also called: harassment prevention policy, respectful workplace policy, harassment code of practice

What harassment policy means

A harassment policy is a written document that says harassment is not allowed in your workplace, explains what it is, tells workers how to report it, and describes how you will investigate and respond. Some provinces call it a code of practice or a prevention plan, and some want a separate program or procedures that put the policy into action.

For a small employer, the policy is the first thing a safety inspector will ask to see after a harassment complaint. It is also what your staff will turn to when something goes wrong, so it needs to be short, clear and actually used.

How it works

Most required policies cover the same core points: a definition of harassment (using your province's legal definition); a statement that workers have a right to work free of harassment and that you will take reasonable steps to prevent it; how to report, including an alternative contact if the usual person is involved; how complaints are investigated; how the people involved are told the result; confidentiality; no reprisals for reporting in good faith; and the corrective action you may take.

Writing it is only the start. Consult your health and safety committee or representative, or your workers if you have neither, where your province requires it. Post it or make it easy to find. Train everyone on it when they start, and train supervisors on how to receive a complaint. Then review it on your province's schedule, and after any complaint, to see whether it worked.

Common mistakes: copying a policy from another province with the wrong definition; naming only the owner as the person to report to; promising total confidentiality, which you cannot always keep; and never reviewing the policy. A policy that sits unread does little to protect workers or your business.

Harassment policy by province

Almost every province now requires a harassment policy, but the name, required content and review schedule differ.

Where the work is done	The rule
British Columbia	A policy statement, steps to prevent harassment, reporting and response procedures, training, and a review of the policy statement and procedures every year.
Alberta	A written harassment prevention plan (policy and procedures) readily available to workers, developed with the joint committee or representative. It must commit to investigating all incidents and taking corrective action.
Saskatchewan	Every employer must develop and implement a harassment policy with the occupational health committee or representative, include the content listed in the OHS Regulations, and post it.
Manitoba	A written harassment prevention policy, developed with the committee, representative or workers, with set statements and complaint procedures, posted in a conspicuous place.
Ontario	A harassment policy and a written program, reviewed at least once a year. Where 6 or more workers are regularly employed, the policy must be written and posted. Consult the joint committee or representative on the program.
Quebec	Every employer must adopt and make available a policy on preventing psychological harassment and handling complaints, with a section on sexual behaviour.
New Brunswick	Since 1 April 2019, every employer needs a written harassment code of practice, with a responsible person and reporting and investigation procedures. Review it at least once a year and train staff on it.
Nova Scotia	Since 1 September 2025, a written policy covering reporting, investigation, confidentiality and no reprisals. Train employees on it and review it at least once every 3 years.

We did not confirm the rules for Prince Edward Island, Newfoundland and Labrador, the territories or federally regulated employers for this page.

Example: A policy for a 4-person accounting office

Rosa runs a bookkeeping office in Fredericton, New Brunswick, with 3 employees. She assumed a harassment policy was only for big companies, but New Brunswick's rule applies to every employer.

She writes a two-page code of practice using the province's definition. Because she is the owner and the obvious person to report to, she names an outside HR consultant as the alternative contact. She goes through it with her staff at a team meeting, has each person sign that they received it, adds it to her onboarding checklist, and books a reminder to review it in a year.

Onboarding checklists in Staffkin

Add your harassment policy and sign-off to a Staffkin onboarding checklist so every new hire receives it in their first days.

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Free tools and guides for this

Questions about harassment policy

Do small businesses need a harassment policy?

In most provinces, yes. New Brunswick and Saskatchewan require one from every employer; in Ontario, workplaces with 5 or fewer regular workers still need a policy but do not have to write and post it unless an inspector orders it.

How often should I review my harassment policy?

It depends on the province: at least once a year in Ontario, New Brunswick and British Columbia, and at least once every 3 years in Nova Scotia. Review it after any complaint too.

Can I use one policy for staff in two provinces?

You can, if it meets both provinces' requirements and uses the right definition for each. Many employers add a short province section.

Official sources

General information for Canadian employers, not legal advice. Rules differ by province and territory and change over time, so check with your provincial employment standards office (or the federal Labour Program if you are federally regulated) before you rely on it. See employment standards by province.

Checked against official sources on 4 November 2026.