Harassment & Violence in the Workplace Training
Federal Sector
The Workplace Harassment and Violence Prevention Regulations under Part II of the Canada Labour Code set a national standard for addressing harassment and violence in federally regulated workplaces. Effective since January 1, 2021, they consolidate requirements for preventing, reporting, and resolving workplace incidents.
Update Your Workplace Harassment and Violence Training
Federally regulated employers must provide harassment and violence training and refresh it every three years. Regular updates ensure the training remains relevant, meaningful, and tailored to your workplace.
When updating your training, consider:
- Reviewing previous sessions and feedback.
- Identifying recurring issues from past complaints.
- Highlighting areas where employees sought policy clarification.
- Reflecting on trends to enhance training content.
HR Proactive offers a hybrid solution that covers legal requirements while fostering respect, empathy, and emotional awareness. Our Respect in Action online training module can be fully customized with your branding, policies, and workplace-specific scenarios. This fast-paced, interactive program engages employees, reinforces expectations, and is ideal for onboarding new staff.
Together with Bystander Intervention, Respect in Action equips employees to recognize and respond to workplace issues effectively.
Respect in Action - eLearing Program
A respectful and civil workplace fosters teamwork, engagement, and organizational success. HR Proactive’s Respect in Action training equips employees and managers with the knowledge and skills to create a professional, inclusive, and productive environment where everyone feels respected and valued.
Course Overview
Introduction
The Workplace and Legal Foundations
Understanding Harassment and Bullying
Sexual and Gender-Based Harassment
What Is Not Harassment
Consent and Professional Boundaries
When Harassment Escalates to Violence
Reporting and Complaint Procedures
Building a Respectful Workplace and Culture
Activities, Scenarios, and Closing Summary
Assessment and Certification
- Test your knowledge
- Certificate of Completion
Respect in Action - Coming Soon
- Mobile Friendly
- SCORM Training File
- 30 mins
- English
- French
Delivery Options
Our training is available in flexible formats to suit your organization’s needs:
SCORM-compliant training files for upload into your existing LMS, with full control over delivery and tracking
Delivered through our customizable HR PRO Hosted LMS, with built-in reporting, user grouping, and optional course customization—no internal setup required
Ask us about our live virtual training sessions for a facilitator-led, interactive group experience.
Request a free demo today
- 1 (888) 552-1155
- sales@hrproactive.com
Discover how our training can improve compliance and help your team succeed.
Key Questions and Answers
about workplace violence & harassment prevention regulations
Q: What is the purpose of the Workplace Harassment and Violence Prevention Regulations under Part II of the Canada Labour Code?
A: These regulations aim to create safer workplaces by requiring federally regulated employers, including the federal public service and parliamentary workplaces, to proactively prevent and address harassment and violence, including sexual harassment and sexual violence. They consolidate previous provisions under a single occupational health and safety framework.
Q: Which workplaces are covered by the regulations?
A: The regulations apply to all federally regulated workplaces, including:
- Interprovincial transportation, such as railways, air, and some road transport
- Banking institutions
- Most federal Crown corporations
- The federal public service
- Parliamentary workplaces
Q: What are the main obligations for employers?
A: Employers, in collaboration with their workplace health and safety committees or representatives, must:
- Conduct workplace assessments to identify risk factors for harassment and violence and develop preventive measures
- Develop a harassment and violence prevention policy that is reviewed and updated every three years
- Provide mandatory training on harassment and violence prevention to all employees, including:
- New employees within three months of starting employment
- Existing employees within one year from when the new regulations came into effect
- Refresher training every three years
- Establish a clear resolution process involving a “designated recipient” for complaints and, if necessary, an impartial, qualified investigator
- Provide support measures for affected employees, including information on medical or psychological services
- Investigate, record, and report all occurrences of harassment and violence, including submitting an anonymized annual report to the Minister of Labour
Q: How is “harassment and violence” defined?
A: The Canada Labour Code defines harassment and violence as actions or comments, including those of a sexual nature, that can cause offense, humiliation, or injury. It also includes behaviours based on grounds protected by the Canadian Human Rights Act.
Q: What is the resolution process for an occurrence?
A: When an incident is reported:
- The employer or designated recipient must contact the principal party within seven days and attempt an informal resolution
- If informal resolution fails and the principal party requests it, a qualified, impartial investigator is appointed
- The process follows specific timelines, with monthly updates provided to all involved parties
Q: What about confidentiality and reporting?
A: The law requires privacy protection for all parties. Investigation reports cannot reveal identities without consent. Employers must submit an anonymized annual report to the Minister of Labour detailing occurrences and resolutions.
Q: Do the regulations cover incidents involving third parties or former employees?
A: Yes. Employers must address harassment and violence caused by third parties, such as clients or contractors. Complaints from former employees are covered if reported within three months of leaving.
Q: What procedures must be in place for investigations?
A: Employers must have procedures to respond to verbal or written complaints. These procedures must include:
- Time frame for resolving complaints
- Confidentiality and privacy protections for complainants, respondents, and witnesses
- Protections for employees harassed by third parties
- Qualifications required of investigators
- Employer obligations to implement recommendations or corrective measures
- Supports available to victims of harassment or violence
- Documented records of all occurrences
Ready to take the next step?
Building an inclusive workplace takes ongoing effort and intentional action. Our team will work with you to deliver training that aligns with your goals, strengthens your culture, and supports lasting change.
- 1 (888) 552-1155
- sales@hrproactive.com