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Workplace violence and harassment policy requirements in Ontario

Written for Ontario employers. Reviewed October 18, 2026.

What workplace violence and harassment policies does an Ontario employer need?

Under the Occupational Health and Safety Act, an Ontario employer must prepare a workplace violence policy and a workplace harassment policy, review both at least annually, and develop a program to implement each. Where more than five workers are regularly employed, the policies must be in written form and posted in a conspicuous place or in a readily accessible electronic format.

The duties at a glance

Workplace violence and harassment: Ontario employer duties

Governing law
Occupational Health and Safety Act (OHSA), R.S.O. 1990, c. O.1, Part III.0.1 (ss. 32.0.1 to 32.0.8)
Policies required
A workplace violence policy and a separate workplace harassment policy (s. 32.0.1(1))
Review
Both policies reviewed as often as necessary, and at least annually (s. 32.0.1(1))
Written and posted
In written form and posted at a conspicuous place in the workplace or in a readily accessible electronic format (s. 32.0.1(2))
Five-or-fewer rule
The writing and posting requirement does not apply if the number of workers regularly employed at the workplace is five or fewer, unless an inspector orders otherwise (s. 32.0.1(3))
Violence risk assessment
The employer must assess the risks of workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work (s. 32.0.3)
Programs
A program to implement each policy (s. 32.0.2 for violence; s. 32.0.6 for harassment, which must be written)
Worker information and instruction
Appropriate information and instruction on the contents of each policy and program (s. 32.0.5 for violence; s. 32.0.8 for harassment)

What the Act means by violence and harassment

The OHSA defines workplace violence as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury; an attempt to do so; or a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise such force (s. 1(1)).

Workplace harassment is defined as engaging in a course of vexatious comment or conduct against a worker in a workplace, including virtually through information and communications technology, that is known or ought reasonably to be known to be unwelcome, or workplace sexual harassment (s. 1(1)).

What the violence program must include

The program that implements the workplace violence policy must include:

  • Measures and procedures to control the risks identified in the risk assessment as likely to expose a worker to physical injury
  • Measures and procedures for summoning immediate assistance when workplace violence occurs or is likely to occur
  • Measures and procedures for workers to report incidents of workplace violence to the employer or supervisor
  • How the employer will investigate and deal with incidents or complaints of workplace violence

What the harassment program must include

The employer must, in consultation with the joint health and safety committee or a health and safety representative, if any, develop and maintain a written program to implement the harassment policy (s. 32.0.6). The program must include:

  • Measures and procedures for workers to report harassment to the employer or supervisor
  • A way to report to a person other than the employer or supervisor, if that person is the alleged harasser
  • How incidents and complaints will be investigated and dealt with
  • How information obtained, including identifying information, will be kept confidential unless disclosure is necessary to investigate or take corrective action, or is otherwise required by law
  • How the worker who allegedly experienced harassment and the alleged harasser, if a worker of the employer, will be informed of the investigation results and any corrective action

Investigations and the annual program review

To protect a worker from workplace harassment, the employer must ensure an investigation appropriate in the circumstances is conducted into incidents and complaints, and that the worker who allegedly experienced harassment and the alleged harasser (if a worker of the employer) are informed in writing of the results and of any corrective action taken or to be taken (s. 32.0.7). The harassment program must also be reviewed as often as necessary, and at least annually.

Where an employer becomes aware, or ought reasonably to be aware, that domestic violence likely to expose a worker to physical injury may occur in the workplace, the employer must take every precaution reasonable in the circumstances to protect the worker (s. 32.0.4).

Where the authority sits. Syon Safety is not a certifying or inspecting body. These duties are set by the Occupational Health and Safety Act and enforced by Ministry of Labour, Immigration, Training and Skills Development inspectors. This guide is general information, not legal advice.

Frequently asked questions

Does a small business need a workplace harassment policy in Ontario?

Yes. The duty to prepare both policies applies to every employer (s. 32.0.1(1)). The requirement that they be in written form and posted does not apply when five or fewer workers are regularly employed at the workplace, unless an inspector orders otherwise (s. 32.0.1(3)).

How often must the policies be reviewed?

As often as necessary and at least annually (s. 32.0.1(1)). The harassment program must also be reviewed at least annually (s. 32.0.7).

Do violence and harassment need separate policies?

The Act requires a policy with respect to workplace violence and a policy with respect to workplace harassment (s. 32.0.1(1)). Each has its own program requirements.

Does the policy apply to remote workers and online conduct?

The definition of workplace harassment expressly includes conduct carried out virtually through information and communications technology (s. 1(1)).

Must a workplace violence risk assessment be done?

Yes. The employer must assess the risks of workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work (s. 32.0.3).

Sources

Every regulatory claim above is taken from the body that sets the requirement, listed here so you can check it yourself rather than take our word for it.

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