Workplace Violence and Harassment Training Requirements in Canada (Employer Guide)

Workplace violence and harassment are serious occupational health and safety risks in Canadian workplaces.

Employers across Canada have legal responsibilities to protect workers from these hazards by implementing policies, prevention programs, and appropriate training.

For HR managers, safety professionals, and organizational leaders, understanding these requirements is essential for maintaining compliance, demonstrating due diligence, and building a safe workplace culture.

This guide explains workplace violence and harassment training requirements in Canada, what employers must do to meet their legal obligations, and how training can help reduce risks in the workplace.

What Is Workplace Violence and Harassment?

Canadian occupational health and safety laws recognize both workplace violence and workplace harassment as hazards that employers must address.

Workplace violence generally includes:

• The use of physical force against a worker that causes or could cause injury
• Attempted physical force
• Statements or behaviour that could reasonably be interpreted as a threat of physical force

Workplace harassment refers to unwelcome conduct or comments that a person knows — or should reasonably know — are unwelcome.

This can include:

• Bullying or intimidation
• Offensive jokes or comments
• Verbal abuse
• Sexual harassment
• Repeated hostile behaviour toward a worker

These behaviours may come from coworkers, supervisors, customers, students, patients, or members of the public interacting with workers.

Are Employers Required to Provide Workplace Violence and Harassment Training in Canada?

In federally regulated workplaces, Canadian occupational health and safety laws require employers to provide workers with information, instruction, and training about workplace hazards including workplace harassment and violence.

Although the exact wording of legislation varies by province and territory, most jurisdictions require employers to:

• Develop workplace violence and harassment policies
• Implement prevention programs and reporting procedures
• Inform and train workers on those policies and procedures

For example, employers must ensure workers understand:

• The organization’s workplace violence and harassment policies
• How to report incidents or concerns
• How investigations will be conducted
• What measures exist to protect workers from violence risks

Federally regulated workplaces must also ensure that employees and supervisors receive training related to harassment and violence prevention as part of their workplace prevention programs.

Employer Responsibilities Under Canadian Health and Safety Laws

While requirements vary slightly across jurisdictions, Canadian employers typically must take several key steps to address workplace violence and harassment.

1. Establish Written Workplace Policies

Employers are generally required to create written policies addressing workplace violence and workplace harassment.

These policies should:

• Clearly state the employer’s commitment to a safe and respectful workplace
• Define unacceptable behaviours
• Outline reporting and investigation procedures
• Be accessible to workers and reviewed regularly

2. Conduct Workplace Violence Risk Assessments

Many Canadian jurisdictions require employers to assess the risk of workplace violence that workers may face.

Risk factors may include:

• Working with the public
• Handling cash or valuables
• Working alone or in isolated environments
• Healthcare, education, or social service settings
• Interactions with distressed or vulnerable individuals

Risk assessments help employers determine what controls, policies, and training are needed to reduce workplace violence risks.

3. Implement Prevention Programs and Procedures

Employers must typically establish procedures for preventing and responding to workplace violence and harassment.

A workplace program may include:

• Procedures for reporting incidents or threats
• Investigation processes
• Emergency response measures
• Methods for summoning immediate assistance
• Steps to protect workers from further harm

Workers must understand these procedures, which is why training is an essential component of compliance.

4. Provide Workplace Violence and Harassment Training

Training helps ensure workers understand their rights, responsibilities, and the procedures in place to protect them.

Workplace violence and harassment training should generally cover:

• Definitions and examples of workplace violence and harassment
• The organization’s policies and prevention programs
• How to recognize concerning behaviours
• How to report incidents or seek assistance
• Expectations for respectful workplace conduct

Managers and supervisors may require additional training on handling complaints and responding appropriately to incidents.

When Should Workplace Violence and Harassment Training Be Provided?

Employers commonly provide training at several key points:

• During new employee onboarding
• When workplace policies or procedures change
• When new risks are identified
• Periodically as refresher training

Providing refresher training helps ensure workers remain aware of reporting procedures and prevention measures.

If you’re reviewing broader compliance obligations, our guide on health and safety training requirements in Canada provides an overview of the training many employers must provide.

Online vs In-Person Workplace Violence Training

Many Canadian organizations now deliver workplace violence and harassment training online.

Online training can help employers:

• Train employees across multiple locations
• Maintain consistent training content
• Track course completion for compliance records
• Provide flexible learning for remote or shift workers

You can learn more about this approach in our article on the benefits of online safety training vs in-person classes.

Industries with Higher Workplace Violence Risks

Some sectors face greater exposure to workplace violence and harassment due to the nature of their work.

These include:

• Healthcare and long-term care
• Education and school boards
• Municipal services
• Retail and customer-facing roles
• Social services and community support programs

For organizations hiring internationally trained professionals, safety training is also an important part of onboarding.

Our article on onboarding international healthcare workers explains how structured onboarding programs can help ensure workers understand workplace expectations and safety procedures.

Why Workplace Violence and Harassment Training Matters

Providing effective workplace violence and harassment training helps organizations:

• Meet occupational health and safety legal obligations
• Demonstrate due diligence in preventing workplace incidents
• Reduce harassment complaints and workplace conflicts
• Improve reporting and incident response
• Protect employee wellbeing and organizational reputation

For HR teams and safety leaders, training helps ensure that employees and managers understand their roles in maintaining a safe and respectful workplace.

Frequently Asked Questions About Workplace Violence and Harassment Training in Canada

Is workplace violence training mandatory in Canada?

Canadian occupational health and safety laws require employers to provide workers with information, instruction, and training about workplace hazards.

Because workplace violence and harassment are recognized hazards, workers must generally be trained on relevant policies and procedures.

Do all employees need workplace harassment training?

In most workplaces, employees should receive training so they understand:

• The workplace harassment policy
• How to report incidents
• Investigation procedures
• Worker protections and employer responsibilities

Supervisors and managers may also receive additional training on handling complaints and responding to incidents.

How often should workplace violence and harassment training be provided?

Employers often provide training:

• During employee onboarding
• When policies or procedures change
• When workplace risks change
• Periodically as refresher training

Providing refresher training helps maintain awareness and reinforce respectful workplace expectations.

Workplace Violence and Harassment Training for Canadian Workplaces

Providing effective workplace violence and harassment training helps organizations ensure workers understand reporting procedures, prevention measures, and respectful workplace expectations.

Online training programs can make it easier for employers to deliver consistent training across multiple locations while tracking completion for compliance purposes.

If your organization is reviewing its workplace violence and harassment training program, you can explore **online workplace violence and harassment training options available through Link2EHS**.

These programs help Canadian employers provide consistent, accessible safety training while supporting compliance with occupational health and safety requirements.

Final Thoughts

Workplace violence and harassment prevention is an important part of occupational health and safety compliance in Canada.

By establishing clear policies, conducting risk assessments, and ensuring workers receive appropriate training, employers can reduce workplace risks while demonstrating due diligence.

For HR managers and safety professionals, providing consistent and accessible training is one of the most effective ways to support both compliance and a respectful workplace culture.