Workplace Harassment – Changes are Coming!

Bill C-65 comes into effect in 2020. 

This bill changes EVERYTHING for federally regulated employers with respect to how they address workplace violence and harassment.

Bill C-65 defines “harassment and violence very broadly as “… any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee …”.

When it becomes law, all federally regulated businesses and industries - representing close to one million workers in Canada who work in many sectors including banks, transportation, communications, mining, Crown Corporations and many more - will be required to make substantial changes to how they address workplace violence and harassment.

Employers will have to identify risks of harassment and violence, implement preventive measures, designate someone to receive complaints, and respond to such occurrences, including providing support for affected employees.

“The workplace harassment regulations will be the real game-changers for many employers who will have to completely reassess how they manage harassment and violence in the workplace,” says Bill Hlibchuk of Montreal, an employment and labour law lawyer at Norton Rose Fulbright Canada LLP.

Prevention training will be mandatory for all employees, including managers and supervisors. Current cost estimates to implement the regulations - $840 million over the next ten years.

And those who do not comply will face sanctions!

So why should you care? 

According to the federal government, “a culture change is required in Canadian workplaces to prevent harassment and violence, and to respond to and support employees when it happens.” The hope is that these new amendments to the Canada Labour Code will force private-sector employers to step up their game and take harassment more seriously.

Employers from all sectors have an opportunity to get ahead of this and lead!