Workplace harassment policy for New Brunswick: the rules and a free template
Every New Brunswick employer, whatever its size, must have a written code of practice to prevent harassment. The code names the person responsible for it and sets out how harassment is reported, investigated and followed up. You must train employees and supervisors on it and review it at least once a year.
What the law requires in New Brunswick
| The law | Occupational Health and Safety Act, General Regulation 91-191, Part XXII.I (violence and harassment), including section 374.4 (harassment code of practice) and section 374.7 (training) |
|---|---|
| In force | In force since 1 April 2019 |
| Who it applies to | Every employer, whatever its size. Violence has separate rules: every employer must do a violence risk assessment, and a written violence code of practice is required for employers with 20 or more employees, and for smaller employers in certain cases, such as when the assessment identifies a risk. |
| Investigations | Your code of practice must set out how incidents and complaints are investigated and how the results are shared with the employees affected, along with corrective measures and follow-up. |
| Training | You must have a training program on the code of practice for each employee and each supervisor (section 374.7). |
| Review | Review and update the code of practice at least once a year, and whenever conditions at the workplace change, with your joint health and safety committee, your health and safety representative, or your employees if you have neither. |
| Records | The regulation does not set a retention period for harassment investigation records. WorkSafeNB recommends keeping them for at least 2 years. |
What your written policy must include
- A statement that every employee is entitled to work free of harassment
- The identity of the person responsible for implementing the code of practice
- A duty for employees to report harassment promptly
- The procedure for investigating incidents and complaints
- How the results of an investigation are communicated to the employees affected
- Corrective measures and follow-up
- The identification of training needs
Human rights law also applies
Harassment related to a protected ground such as sex, race or disability can also be a human rights issue for the New Brunswick Human Rights Commission.
Key terms: Workplace harassment · Sexual harassment · Workplace violence · Harassment investigation · Psychological harassment (Quebec) · Duty to accommodate · Human rights code (protected grounds)
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Questions
Does a small New Brunswick business need a harassment code of practice?
Yes. Since 1 April 2019, every employer, whatever its size, needs a written code of practice to prevent harassment.
How often must I review my harassment code of practice in New Brunswick?
At least once a year, and whenever conditions at the workplace change, with your joint committee, representative or employees.
How long should I keep harassment investigation records in New Brunswick?
The regulation does not set a period. WorkSafeNB recommends keeping them for at least 2 years.
Official sources
- WorkSafeNB, Workplace violence and harassment
- WorkSafeNB, Legislation protecting workers from harassment and violence effective April 1 (2019)
- WorkSafeNB, OHS guide: Harassment
- WorkSafeNB, Amendment to General Regulation 91-191 (violence and harassment)
- WorkSafeNB, What you need to know: developing workplace violence and harassment codes of practice
- New Brunswick Human Rights Commission
General information for Canadian employers, not legal advice. This policy is a starting point: read it, change anything that doesn't fit your workplace, and check it against your province's current rules, or ask an employment lawyer or HR professional to review it. Rules were checked against official sources on 5 November 2026.
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