Workplace bullying

Repeated behaviour at work that belittles, intimidates or isolates a worker. In Canada it is usually covered by provincial workplace harassment rules.

Also called: bullying at work, personal harassment, bullying and harassment

What workplace bullying means

Workplace bullying is repeated behaviour that belittles, intimidates, humiliates or isolates a worker. Examples are yelling, insults, spreading rumours, constant unfair criticism in front of others, deliberately leaving someone out, setting someone up to fail, or sabotaging their work. It does not have to be linked to a person's race, sex or another protected ground.

Canadian safety laws rarely treat bullying as a separate legal category. Instead, bullying is generally covered by the province's workplace harassment rules. That matters because it means the same duties apply: you need a policy, a way to report, a fair investigation and corrective action.

Bullying is not the same as conflict or tough management. Two co-workers who disagree, a manager who sets a deadline, or a fair conversation about poor work are not bullying on their own.

How it works

Look at the pattern, the effect and the power involved. Bullying is usually repeated over time; one bad day is generally not bullying, though a single serious incident can meet some provinces' harassment definitions. The behaviour usually leaves the worker feeling humiliated or intimidated. Often the bully has some power over the target: a supervisor, a senior employee or a group against one person.

Separate bullying from management. A manager can still give direction, assign tasks, discipline for real reasons and expect good work. What turns management into bullying is the way it is done: shouting, insults, public humiliation, singling one person out for treatment others do not get, or criticism that has nothing to do with the work.

Deal with it early. In a small team, bullying spreads quickly and good people leave. When you see it or hear about it, talk to the person privately, describe the behaviour and say it must stop. If a worker makes a complaint, follow your harassment policy: investigate, decide what happened, act, and tell both people the result. Keep notes.

Watch your own behaviour too. In a business with no HR person, the owner is often under the most pressure and has the most power. Workers need a way to raise a concern about the owner, such as an outside contact named in the policy.

Workplace bullying by province

Most provinces fold bullying into their workplace harassment rules, using slightly different words.

Where the work is done	The rule
British Columbia	WorkSafeBC uses bullying and harassment as one term: conduct or comments a person knew or ought to have known would humiliate or intimidate the worker. It notes that not every unpleasant interaction, disrespectful behaviour or conflict is bullying and harassment.
Alberta	The OHS Act definition of harassment names bullying, along with other objectionable or unwelcome conduct, comment or action that the person knows or should know would cause offence or humiliation.
Ontario	The government's guide says the OHSA definition of workplace harassment is broad enough to include what is often called psychological or personal harassment.
Quebec	Bullying is covered by psychological harassment under the Act respecting labour standards: repeated, hostile or unwanted conduct that affects a worker's dignity or integrity and makes the workplace harmful.
Nova Scotia	The harassment rules in force since 1 September 2025 cover repeated conduct, including bullying, that degrades, intimidates or threatens a worker.

Other provinces cover bullying under their own harassment rules; check your province's definition.

Example: A senior cook and a new hire

Jen owns a restaurant in Kelowna, British Columbia, with 14 staff. A new line cook tells her that the senior cook calls him useless in front of the team, hides his prep and laughs when tickets go wrong. It has happened most shifts for three weeks.

Jen follows her bullying and harassment procedures. She speaks to both cooks separately and to two others who work the line. The pattern is clear and the senior cook should have known it would humiliate the new hire. Jen gives the senior cook a written warning that sets out the behaviour that must stop, changes the prep station layout, and checks in with the new cook each week for a month.

Hollis drafts the letter

Hollis can draft a province-specific written warning that describes the behaviour and what must change, for you to edit and approve.

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Questions about workplace bullying

Is bullying illegal in Canada?

There is usually no separate bullying law, but bullying is generally covered by provincial workplace harassment rules, which require employers to prevent it and deal with complaints.

Is a strict manager a bully?

Not just for being strict. Reasonable direction and fair discipline are not bullying; insults, shouting and public humiliation can be.

What should I do if an employee says I am bullying them?

Take it seriously and do not retaliate. Consider having an outside person look into it, and follow your harassment policy as you would for any other complaint.

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.