Workplace harassment policy for Yukon: the rules and a free template
Yukon employers must develop a written policy statement and written procedures on preventing violence and harassment, put the procedures in place, and give workers the training they need, in consultation with the health and safety committee or representative, or the workers if there is neither. You must make sure every incident and complaint is investigated appropriately, and review the policy and procedures at least once every 3 years.
What the law requires in Yukon
| The law | Violence and Harassment Prevention Regulation, which is Part 19 of Yukon's occupational health and safety regulations (section 19.02 sets out the policy statement and section 19.05 covers domestic violence) |
|---|---|
| In force | In force since 4 September 2021 |
| Who it applies to | Employers covered by Yukon's occupational health and safety law. The Workers' Safety and Compensation Board says the regulation sets the minimum steps employers must take. The rules we checked do not set a minimum number of employees. |
| Investigations | Make sure an appropriate investigation follows each incident and complaint. If a safety officer orders it, the investigation must be done by an impartial person with the needed qualifications, who writes a report for you. |
| Training | Give workers the training they need to follow the policy and procedures. The Workers' Safety and Compensation Board offers free policy, procedure and training slide templates. |
| Review | Review the policy statement and procedures at least once every 3 years, and make any necessary changes. |
What your written policy must include
- A statement that violence and harassment in the workplace are prohibited
- A statement that workers are entitled to employment free of violence and harassment
- Your commitment to eliminate or control the risks of violence and harassment
- How workers can bring complaints, including to someone other than the employer if the employer is the alleged offender
- Your commitment to confidentiality: details and names are not disclosed except as needed to investigate, take corrective action, tell the people involved the outcome, warn workers about a risk, or comply with the law, and only the minimum personal information is shared
- A statement that the policy does not limit workers' other legal rights
- Written procedures covering the measures you use to control the risk, how workers report, how investigation results and corrective action are communicated, and support available afterwards, such as counselling
Human rights law also applies
Harassment related to a protected ground can also be a human rights issue for the Yukon Human Rights Commission. Your policy must say it does not limit workers' other legal rights.
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 Yukon business need a violence and harassment policy?
Yes. Since 4 September 2021, Yukon employers need a written policy statement and procedures on preventing violence and harassment, and must train workers on them.
How often must I review my harassment policy in Yukon?
At least once every 3 years, making any necessary changes.
Does a Yukon policy have to cover domestic violence?
If you know, or ought reasonably to know, that a worker is likely to be exposed to domestic violence at work, you must take reasonable precautions to protect them and others. The board's guidance suggests addressing this in your policy.
Official sources
- Yukon Workers' Safety and Compensation Board, Part 19: Violence and harassment prevention
- Yukon Workers' Safety and Compensation Board, Violence and harassment prevention resources
- Government of Yukon, Changes to Occupational Health and Safety Regulations come into force
- Yukon Workers' Safety and Compensation Board, Safety talk: domestic violence in the workplace
- Yukon 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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