Workplace harassment policy for Saskatchewan: the rules and a free template
Every Saskatchewan employer must develop and put in place a written harassment policy, made in consultation with the occupational health committee or representative, and post it where workers can easily see it. The regulations list what the policy must say. You must also investigate all incidents of harassment in your workplace.
What the law requires in Saskatchewan
| The law | The Saskatchewan Employment Act, Part III (including section 3-21), and The Occupational Health and Safety Regulations, 2020, section 3-25 (harassment policy) |
|---|---|
| In force | In force |
| Who it applies to | Every employer covered by The Saskatchewan Employment Act, whatever its size. |
| Investigations | You must investigate all incidents of harassment in your workplace. If you do not take reasonable steps to deal with harassment, a worker can ask the Occupational Health and Safety Branch for help, and an officer may look into whether you complied with the law and took reasonable action. |
| 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 that includes the definition in The Saskatchewan Employment Act
- A statement that every worker is entitled to employment free of harassment
- A commitment to make every reasonably practicable effort to prevent harassment
- A commitment to take corrective action against anyone under your direction who harasses a worker
- How a complaint of harassment can be brought to your attention
- A commitment not to disclose the name of the complainant or the alleged harasser, or the circumstances of the complaint, except where needed to investigate or take corrective action, or where the law requires it
- A reference to the Act's harassment provisions and the worker's right to ask an occupational health officer for help to resolve a complaint
- A reference to The Saskatchewan Human Rights Code's provisions on discriminatory practices and the worker's right to file a complaint with the Saskatchewan Human Rights Commission
- A statement that the policy does not discourage the complainant from using any other legal rights
Human rights law also applies
Your policy must refer to The Saskatchewan Human Rights Code's provisions on discriminatory practices and to the worker's right to file a complaint with the Saskatchewan 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 every Saskatchewan employer need a harassment policy?
Yes. Every employer must develop and put in place a written harassment policy with the occupational health committee or representative, include the content listed in the regulations, and post it where workers can easily see it.
Can one incident be harassment in Saskatchewan?
Yes. A single serious occurrence can be harassment if it has a lasting, harmful effect on the worker.
Where can a Saskatchewan worker get help if the employer does not act on a complaint?
The worker can ask the Ministry of Labour Relations and Workplace Safety's Occupational Health and Safety Branch for help. An officer may look into whether the employer complied with the law and took reasonable action.
Official sources
- Government of Saskatchewan, Bullying and harassment in the workplace
- Government of Saskatchewan, Harassment prevention: an employer's guide
- The Occupational Health and Safety Regulations, 2020 (Saskatchewan)
- Saskatchewan 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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