Workplace harassment policy for Newfoundland and Labrador: the rules and a free template
Newfoundland and Labrador employers must develop, put in place and maintain a written harassment prevention plan, in consultation with the occupational health and safety committee, the worker health and safety representative or the workplace health and safety designate. The plan must be accessible to all workers and reviewed at least once a year. You must investigate harassment complaints, take part in harassment prevention training yourself, and train employees on harassment prevention and your plan.
What the law requires in Newfoundland and Labrador
| The law | Occupational Health and Safety Regulations, 2012, under the Occupational Health and Safety Act: section 22 (definition), section 24.1 (harassment prevention plan) and section 24.2 (training), added by Newfoundland and Labrador Regulation 3/19 |
|---|---|
| In force | In force since 1 January 2020 |
| Who it applies to | Employers covered by the province's Occupational Health and Safety Act. The rules we checked do not set a minimum number of employees. |
| Investigations | You must investigate harassment complaints. An OHS officer can order that an impartial third party investigate, and you pay the cost. The province's OHS Division does not decide whether a harassment allegation is founded; it checks whether you have a plan and an investigation process that meet the regulations. |
| Training | You must take part in harassment prevention training, and train employees on harassment prevention and on your harassment prevention plan (section 24.2). We did not confirm a required refresher schedule. |
| Review | Review the plan as often as necessary and at least once a year. |
What your written policy must include
- A statement that every worker is entitled to employment free of harassment
- Your commitment to eliminate or minimize harassment
- The obligations of workers and supervisors
- How to report harassment, including to an external third party when the employer or supervisor is the alleged harasser
- How complaints are made and investigated
- Confidentiality
- How the results of an investigation are communicated
- A commitment that no one will face retaliation
- A statement that the plan does not limit a worker's rights under the Human Rights Act, 2010 or the Criminal Code
Human rights law also applies
Your plan must say it does not limit a worker's rights under the Human Rights Act, 2010, which protects people in Newfoundland and Labrador from discrimination and harassment. The Newfoundland and Labrador Human Rights Commission administers it.
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 business in Newfoundland and Labrador need a harassment prevention plan?
Yes. Since 1 January 2020, employers must have a written harassment prevention plan, developed with their OHS committee, representative or designate, and accessible to all workers.
How often must I review my harassment prevention plan in Newfoundland and Labrador?
As often as necessary, and at least once a year.
Does the OHS Division investigate harassment complaints in Newfoundland and Labrador?
No. The employer investigates. The OHS Division checks whether the employer has a plan and an investigation process, and an officer can order an impartial third party to investigate at the employer's cost.
Official sources
- Government of Newfoundland and Labrador, Harassment in the workplace
- Newfoundland and Labrador Regulation 3/19
- Government of Newfoundland and Labrador, Harassment prevention education: OHS requirements (June 2021)
- Government of Newfoundland and Labrador, Harassment complaint form
- WorkplaceNL, Harassment prevention guide
- Newfoundland and Labrador 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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