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Dealing with Violence & Harassment

Violence, harassment and bullying in a variety of forms can have a negative impact on organizational culture, your company’s reputation and your bottom line. It can result in: 
  • More absenteeism and sick leave 
  • Higher employee turnover 
  • Higher Employee Assistance Program (EAP) costs 
  • Increased short term/long term disability and drug plan costs 
  • More workplace accidents 
  • Stress-related lawsuits

On June 15, 2010, the Ontario Legislature passed Bill 168, which amends the Occupational Health & Safety Act (OHSA) to include specific requirements regarding preventing and addressing incidences of violence and harassment in the workplace. Any employer with more than 5 employees is required to comply with this legislation.

What Employers Should Do 

  • Familiarize yourself with the requirements of the legislation 
  • Prepare policies with respect to workplace violence and harassment, including addressing the needs of employees who may be affected by domestic violence 
  • Review these policies regularly to assess their effectiveness and accessibility 
  • Develop and maintain programs external link pdf 1.2MB to implement the policies 
  • Provide training to workers on workplace violence and harassment 
  • Post information on definitions of workplace violence and harassment, including domestic violence, in your workplace’s common areas 
  • Familiarize workers with your organization’s policies on how to prevent and/or resolve incidences of violence 
  • Offer EAP programs and other appropriate crisis and counselling referrals for employees subject to workplace violence or harassment


Related Links

The material contained on this page is for information and reference purposes only and is not intended as legal or professional advice.