Workplace harassment policy for Nunavut: the rules and a free template
Nunavut employers must develop and put in place a written harassment policy, in consultation with the committee or representative, or the workers if there is neither. The regulations list what the policy must include. The WSCC's Harassment Code of Practice gives practical guidance and sample policy wording; it is not binding on its own, but it is considered industry best practice and can be considered in legal proceedings.
What the law requires in Nunavut
| The law | Safety Act and the Occupational Health and Safety Regulations (R-003-2016), Part 3, including section 34 (harassment) |
|---|---|
| In force | Regulations in force since 29 March 2016. The WSCC Harassment Code of Practice took effect on 29 March 2019. |
| Who it applies to | All employers in Nunavut except federally regulated employers. |
| Investigations | Your policy must describe how complaints are raised and how the complainant and the alleged harasser will be told the results of an investigation. The Code of Practice says formal complaints should be in writing and signed, investigators should be trained and interview witnesses separately, and investigations should be finished without unnecessary delay. |
| Training | Employers must make sure workers and supervisors are adequately trained in what they need to know to protect their health, safety and welfare. The Code of Practice suggests training everyone who receives, investigates or resolves complaints, and having supervisors go over the policy during orientation. |
| Review | We did not confirm a set review schedule in the law. Reviewing the policy at least once a year, and after any complaint, is good practice. |
What your written policy must include
- A definition of harassment
- A statement that each worker is entitled to work free of harassment
- A commitment to take corrective action respecting anyone who subjects a worker to harassment
- How a worker can bring a complaint to your attention
- Confidentiality, and its limits
- The procedure you will follow to tell the complainant and the alleged harasser the results of an investigation
- A statement that the policy does not limit a worker's other legal rights
Human rights law also applies
Harassment related to a protected ground can also be a human rights issue. In Nunavut, human rights complaints go to the Nunavut Human Rights Tribunal.
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 Nunavut employer need a written harassment policy?
Yes. The Occupational Health and Safety Regulations require employers to develop and put in place a written harassment policy, with the committee or representative, or the workers if there is neither. This applies to all employers in Nunavut except federally regulated ones.
Can one incident be harassment in Nunavut?
Yes. A single serious incident that has a lasting harmful effect on a worker can be harassment.
Is the WSCC Harassment Code of Practice the law?
Not on its own. The policy requirement is in the regulations. The Code of Practice is guidance that is considered industry best practice and may be considered in legal proceedings.
Official sources
- WSCC, Harassment Code of Practice (Northwest Territories and Nunavut)
- Nunavut, Occupational Health and Safety Regulations, R-003-2016
- WSCC, Occupational Health and Safety Regulations: Nunavut
- WSCC, New Occupational Health and Safety Regulations are law in Nunavut
- Nunavut Human Rights Tribunal
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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