Does an Ontario employer have to investigate a harassment complaint?
Yes. Under section 32.0.7 of the Occupational Health and Safety Act an employer must ensure that an incident or complaint of workplace harassment is investigated appropriately in the circumstances, and must inform the complainant and the alleged harasser in writing of the results and any corrective action. The duty applies regardless of the size of the employer, and an investigation run by the person complained about — or by their friend — is the common way this goes wrong.
What the engagement covers
- Independent, documented investigation by someone outside the business
- Interviews, evidence handling and a written findings report
- Written outcome letters to both parties, as the OHSA requires
- Corrective action recommendations
Who this is for
Employers facing a harassment or violence complaint, particularly where the respondent is an owner, a manager, or a relative of one.
Other services
Health and Safety Gap Analysis
A structured review of your current program against what the OHSA and your sector actually require.
COR, ISO 45001 and ISO 9001 Certification Support
End-to-end guidance through COR™, ISO 45001 and ISO 9001, from readiness review to audit.
IPAC Support for Dental Practices
Infection prevention and control process, policy and training for dental offices, built against the RCDSO standard.
Safety Program Documentation
The written program — policies, procedures, JHSC records and training matrices — built to survive an inspection.
Incident Management Support
Help through a critical injury, a Ministry order or a WSIB claim — including what has to be reported and when.
HR Services
Employment-side support that sits alongside compliance — policy, records and the obligations that overlap with the OHSA.
Employment Standards Compliance
Contracts, records, hours, overtime and terminations reviewed against the Employment Standards Act before somebody files a claim.
HR Policy and Employee Handbook
The written policies Ontario requires, in one handbook people actually read, rather than six documents nobody can find.
Labour Relations and Employee Relations
Discipline, attendance, disputes and terminations handled consistently and on the record — before a decision turns into a claim.
Recruitment and Onboarding Support
Hiring process, offer paperwork and a first-week onboarding that gets training compliance right from day one.
Ongoing Safety Support
A retained safety resource — for employers who need the function without hiring for it.