Workplace harassment policy for Ontario: the rules and a free template
Every Ontario employer must have a workplace harassment policy and a program that puts it into practice, and review both at least once a year. The OHSA definition of workplace harassment covers conduct in the workplace, including virtually through the use of information and communications technology, since the Working for Workers Five Act, 2024 (Bill 190). When there is an incident or complaint, you must make sure an investigation appropriate in the circumstances is done and tell the worker and the alleged harasser the results in writing.
What the law requires in Ontario
| The law | Occupational Health and Safety Act, Part III.0.1 (workplace violence and workplace harassment), including section 32.0.1 (policy and annual review), sections 32.0.6 and 32.0.7 (program and investigation) and section 32.0.8 (information and instruction), and the ministry's Code of Practice to Address Workplace Harassment |
|---|---|
| In force | In force |
| Who it applies to | Every employer, whatever the size. If 6 or more workers are regularly employed at the workplace, the policy must be in writing and posted in a place workers will see it, or made available in a readily accessible electronic format. With fewer than 6 workers the policy does not have to be written, but a ministry inspector can order you to put it in writing (section 55.1). |
| Investigations | You must make sure an investigation appropriate in the circumstances is done for every incident or complaint (s. 32.0.7). The worker and the alleged harasser, if they are your worker, must be told the results and any corrective action in writing. The results are a summary of findings, not the full report, and the ministry's Code of Practice says to give them within 10 calendar days of the investigation ending. The Code of Practice also says investigations should be finished within 90 calendar days unless there are extenuating circumstances, and the investigator should not be involved in the complaint or under the direct control of the alleged harasser. An inspector can order an investigation by an impartial person at your expense. |
| Training | You must give each worker information and instruction, appropriate for that worker, on the contents of your workplace harassment policy and program (s. 32.0.8). |
| Review | Review the policy at least once a year, and review the program as often as needed and at least once a year to make sure it still puts the policy into practice. |
| Records | The ministry's Code of Practice says to keep records of an investigation for at least 1 year after the investigation ends. |
What your written policy must include
- A policy with respect to workplace harassment, reviewed at least once a year
- A written program that puts the policy into practice, developed with your joint health and safety committee or health and safety representative if you have one (s. 32.0.6)
- How workers report incidents of harassment to the employer or supervisor (s. 32.0.6)
- How workers report to someone else if the employer or supervisor is the alleged harasser (s. 32.0.6)
- How incidents and complaints will be investigated and dealt with (s. 32.0.6)
- How information about an incident or complaint, including names, will be kept confidential (s. 32.0.6)
- How the worker who allegedly experienced harassment and the alleged harasser, if they are a worker, will be told the results of the investigation and any corrective action (s. 32.0.6)
Human rights law also applies
The Ontario Human Rights Code also protects workers from harassment related to protected grounds such as sex, race, disability and age. A worker files a human rights application with the Human Rights Tribunal of Ontario, generally within 1 year of the last incident. The Ontario Human Rights Commission publishes guidance on employers' human rights duties.
Key terms: Workplace harassment · Sexual harassment · Workplace violence · Harassment investigation · Psychological harassment (Quebec) · Duty to accommodate · Human rights code (protected grounds)
Build your policy
Fill in what you know. Anything you leave blank stays as a [highlighted blank] in the policy. Nothing you type here is sent anywhere until you choose to download.
Your policy
The policy appears here once the page has loaded. If it doesn't, check that JavaScript is turned on.
Questions
Do I need a written harassment policy in Ontario if I have 4 employees?
You must have a harassment policy and program at any size. The policy must be in writing and posted once 6 or more workers are regularly employed at the workplace, and an inspector can order a smaller employer to put it in writing. Writing it down is good practice at any size.
How long does an Ontario employer have to investigate a harassment complaint?
The Act does not set a deadline. The ministry's Code of Practice says an investigation should be finished within 90 calendar days unless there are extenuating circumstances.
Do I have to tell the worker the results of a harassment investigation in Ontario?
Yes. The worker who allegedly experienced harassment, and the alleged harasser if they are your worker, must be told the results and any corrective action in writing.
Who investigates if the owner is the person accused?
Your program must give workers someone else to report to when the employer or supervisor is the alleged harasser. Ministry guidance says the investigator should not be under the direct control of the alleged harasser, so a small business will often need an outside investigator.
How often do I review my harassment policy in Ontario?
At least once a year, along with the program that puts it into practice.
Does an Ontario harassment policy have to cover online harassment?
Yes. The OHSA definition of workplace harassment now includes conduct done virtually through information and communications technology, so your policy and program should cover it.
Where does an Ontario worker file a human rights complaint about harassment?
With the Human Rights Tribunal of Ontario, generally within 1 year of the last incident.
Official sources
- Government of Ontario: Understand the law on workplace violence and harassment
- Government of Ontario: Code of practice to address workplace harassment
- Government of Ontario: Workplace harassment, investigation by the employer
- Government of Ontario: Workplace harassment, investigations by an impartial person
- Government of Ontario: Guide to the OHSA, Part III.0.1
- Ontario Human Rights Commission
- Tribunals Ontario, Human Rights Tribunal of Ontario Applicant's Guide
- Ontario Human Rights Commission, Where do I get the forms to file a human rights complaint?
- Legislative Assembly of Ontario, Bill 190, Working for Workers Five Act, 2024
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.
Keep the paperwork with the person
Hollis, the AI HR deskmate in the Staffkin HR Suite, tracks policy reviews, training dates and leave returns, and drafts province-specific letters for your approval. It never sends anything on its own.
Try Hollis live