What workplace harassment training are Canadian employers required to provide?
By Bodhih Training Solutions, Bengaluru · UpdatedThe short answer
Federally regulated employers must train every employee on workplace harassment and violence within three months of starting and at least once every three years, under the Work Place Harassment and Violence Prevention Regulations, in force since January 1, 2021. Provincially regulated employers follow provincial law: Ontario, for example, requires a workplace harassment policy and program, with information and instruction for workers.
Who is federally regulated, and what must they do?
The Canada Labour Code covers banks, telecommunications, interprovincial transport, airlines, the federal public service and similar sectors. Most other employers are regulated by their province or territory.
| Federal requirement | What the Regulations say |
|---|---|
| Training for employees | Within three months of starting, then at least once every three years, and after a training update or a move to a role with higher risk |
| Training for the employer and the designated recipient | The employer at least once every three years; the designated recipient before taking up the duties and every three years after |
| Content | Developed or identified jointly with the workplace committee or health and safety representative, specific to the workplace, and covering the prevention policy |
| Review | Workplace assessment, policy and training reviewed jointly at least every three years |
| Records | Health and safety records on harassment and violence kept for 10 years |
What does Ontario require?
Under the Occupational Health and Safety Act, an Ontario employer must have a workplace harassment policy, review it at least once a year, and maintain a program to implement it that covers reporting, investigation and how results are shared. The employer must give workers information and instruction on the policy and the program. The Act does not prescribe a course length or a certificate.
Other provinces set their own rules, often through occupational health and safety or labour standards law. Check your regulator: for example, CNESST in Quebec or WorkSafeBC in British Columbia.
How should you track harassment training?
A three-year cycle with a three-month deadline for new hires is easy to miss without a system.
- Assign the training automatically when someone joins, is promoted or changes site.
- Set a due date and a refresher interval, and let reminders and escalations run.
- Keep completion certificates with the date, the course name and the version of the policy it covered.
- Send managers and HR a weekly report of who is overdue.
- Keep the risk assessment, the policy and the training record together, so you can show what you did and when.
Can a ready-made workshop meet the requirement?
Not by itself. Federal training must be specific to your workplace and agreed with your committee or representative. Bodhih's Respect at Work trainer toolkit ($29 USD) is a general anti-harassment and bullying workshop with a facilitator guide, slides, case studies and role plays, which a trainer adapts. Add your own policy, your resolution process and your support resources, and record who completed it.
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Sources
Checked on 2026-11-14. Laws and prices change; confirm on the official page before you rely on a figure.
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Questions people ask next
How often is harassment training required for federally regulated employees?
Within three months of starting work and at least once every three years after that.
Does this apply to provincially regulated employers?
No. They follow their province or territory. Ontario requires a policy, a program and information and instruction for workers.
How long must federal employers keep records?
Health and safety records relating to workplace harassment and violence are kept for 10 years.
Can Bodhih LMS track a three-year training cycle?
Yes. Use automations for due dates and recertification, groups by site or role, and scheduled reports of who is overdue.
Is the Bodhih toolkit available in French?
No. The toolkit files are in English and editable, so you can translate them for your own participants.
Is this legal advice?
No. It summarizes public sources as of the date shown. Confirm with your regulator or employment counsel.