Is Anti-Harassment Training Required in Canada?

Anti-harassment training is mandatory by law in nearly every province, and a best practice in all jurisdictions for building a safe workplace, reducing the time and expense of investigations and legal proceedings, and limiting corporate liability.

Federal laws cover industries like banking, railways telecommunications; provincial laws apply to approximately 87% of all other workplaces.

What are the laws relevant to workplace violence and harassment?

Occupational Health and Safety (OHS) legislation

In every jurisdiction, employers have an overarching duty to maintain a safe work environment free from hazards such as physical and psychological harm. To that end, OHS laws require workplace violence and harassment plans and policies aimed at prevention, and most mandate training employees and supervisors on:

  • What constitutes workplace harassment
  • How to report concerns
  • How complaints are investigated
  • Confidentiality and anti-retaliation protections

Human rights legislation

All employees have a right to be free from harassment based on protected grounds such as sex, race, disability, religion, gender identity and sexual orientation. Some OHS laws specifically refer to human rights-based harassment.

Further, if a harassment claim reaches a court or tribunal, an employer can show that they took "all reasonable steps" to prevent the behavior, and therefore can limit their liability.

Let’s drill down on workplace violence and harassment training mandates, province-by-province.

Alberta

  • Legal Requirement: Employers must develop and implement a harassment prevention plan as required by the Occupational Health and Safety Code (AR 191/2021 under the OHS Act).
  • Policy/Plan Content: Under Part 27, the plan should include measures to eliminate or control hazards, information on how workers are alerted to threats, and procedures for reporting and investigation.
  • Training: While the Code does not explicitly dictate training, it is widely considered an essential preventative practice to meet safety obligations.

British Columbia

  • Legal Requirement: WorkSafeBC policies under the Workers Compensation Act require a workplace bullying and harassment policy.
  • Training: Employers are directed to provide training to both workers and supervisors on recognizing, responding to, and reporting harassment. Sections 115(1)(a) and 115(1)(e) of the Act require employers to provide the "information, instruction, training and supervision" necessary to ensure worker health and safety.

Manitoba

  • Legal Requirement: A written harassment prevention policy is a statutory obligation under the Workplace Safety and Health Act and Regulations (Part 10).
  • Policy Content: The policy must state that the employer will ensure, as far as "reasonably practicable," that no worker is subjected to harassment.
  • Training: Formal training is not specified, though it is the obvious way to ensure policy compliance.

New Brunswick

  • Legal Requirement: Employers must have written code of practice for preventing harassment under Regulation 91-191.
  • Training: The regulation stipulates a training program for all employees and supervisors on the code of practice.
  • Maintenance: Employers must conduct an annual review of the code in consultation with workplace health and safety committees.

Newfoundland and Labrador

  • Policy/Plan Content: Employers must develop, implement, and maintain a written harassment prevention plan.
  • Training: Sections 24.2(1) and 24.2(2) of the Occupational Health and Safety Regulations, 2012 (O.C. 2019-017) prescribe that employers must provide training to employees on the prevention plan.

Nova Scotia

  • Legal Requirement: As of 2025, Occupational Health and Safety Regulations under the Occupational Health and Safety Act S.N.S. 1996, c. 7 require a formal harassment prevention policy.
  • Training: Instruction on the policy is compulsory for all employees to ensure they understand reporting and investigation processes.

Ontario

  • Legal Requirement: All employers must have a workplace sexual harassment "program" under Part III.0.1 of the Occupational Health and Safety Act, R.S.O. 1990, c. O.1 ("OHSA").
  • Training: The Ministry of Labour’s Code of Practice states that employers must provide workers with instruction on key definitions and reporting procedures.

Prince Edward Island

  • Regulatory Requirement: Under the Occupational Health and Safety Act, RSPEI 1988, C. O-1.01, employers must implement a written policy to prevent and investigate harassment.
  • Training Status: While the law does not use the word "training" as an explicit order, it requires providing "extensive information" to employees to ensure the policy is effective.

Quebec

  • Regulatory Requirement: The Act respecting labour standards requires policies to prevent and manage psychological harassment and sexual violence.
  • Training: Training is a fundamental duty for all employees and for those designated to manage complaints.
  • Upcoming Changes: The Regulation respecting the measures to prevent or put a stop to sexual violence, arriving in Spring 2026, will focus on regular, recurring training.

Saskatchewan

  • Legal Requirement: under Section 3-25 of the Occupational Health and Safety Regulations, 2020 under The Saskatchewan Employment Act, all employers must have harassment policies.
  • Training: The law emphasizes training and prevention, including informing workers of definitions and investigation protocols.
  • General Duty: Section 3-8 requires employers to ensure workers are “trained in all matters” necessary to protect their health and welfare.

Territories & Nunavut

Anti-harassment training is no longer a “nice to have.” It is a critical component of legal compliance, risk management, and workplace safety.