Preventing Harassment in the Workplace

The previous Occupational Health and Safety Act and regulations only considered physical injuries in the workplace, leaving out psychological injuries like harassment. In 2022, the Office of Equity and Anti-Racism found systemic issues of hate, inequity, racism, and a lack of psychological safety in Nova Scotia workplaces. This showed the need for stronger protections to address psychological well-being and create safer, more inclusive work environments.

To understand more about workplace harassment in Nova Scotia, how the government can help, and how prevention can create healthier workplaces, the Department of Labour, Skills and Immigration held an engagement on preventing workplace harassment in late 2023. This engagement involved over 600 Nova Scotians who shared their experiences with harassment, the challenges both employers and employees face, and discussed their ideas for making workplace harassment prevention better in the province. 

Key themes from the engagements included:

• Impact of Harassment in the Workplace
• Impact of Organizational Culture on Harassment in the Workplace
• Leadership and Accountability
• Knowledge and Understanding of Harassment in the Workplace
• Prevention and Supporting a Positive Workplace Culture
• Policies and Procedures
• Reporting and Investigation
• Responding to Harassment and Supports for Victims

For detailed findings, please refer to the What We Heard Report (PDF) from the Engagement on Preventing Workplace Harassment.

• Look at your policies and procedures to review how harassment is currently being managed in your workplace.
• Review current job training requirements for everyone in your workplace and start identifying additional training needs. Resources and training information can be found on Nova SAFE.
• Review your current investigation process. This process should be well-defined with clear guidelines on how to handle harassment complaints.
• Ensure your reporting process allows everyone in your workplace the ability to safely report harassment concerns. Make it easy to report issues, for example, have a designated Human Resources contact, or a designated safe contact in your workplace.
• Create a timeline or checklist outlining the steps required to update your safety management systems before the Harassment Regulations take effect on September 1, 2025. Ensure all necessary updates are completed by this date.
• Develop a communication plan to ensure employees are informed and ready for the changes effective September 1, 2025. The plan should cover the new regulations and outline how the workplace will implement the harassment complaint investigation process. Share this information through toolbox talks, employee sessions, or general meetings.
• Have conversations with your employees, partners, or business associations and encourage sharing of ideas, better practices, and identify supports to make the implementation of your policies easier and more effective.
• Encourage open communication in your workplace and make it safe for employees to communicate harassment concerns without fear of reprisal.
• Monitor and assess your current workplace environment using surveys, interviews, or focus groups to identify potential areas of concern and take appropriate action to address them.
• Stay informed and connected to the Department of Labour, Skills, and Immigration through communications and resources about workplace safety, including the upcoming harassment in the workplace regulations. This includes joining the Safety Branch Contact List and visiting SafetyBranch.ca.
• Visit Nova SAFE to learn more about harassment in the workplace and other workplace health and safety topics.

• Know and understand your Employee Rights, including how to report health and safety concerns. Call 1-800-9LABOUR (1-800-952-2687) or email SafetyBranch@novascotia.ca.
• Educate yourself to understand your company’s current harassment policy, what your role is in preventing harassment, as well as how to address issues if they arise. If there is no policy in place, speak to your Joint Occupational Health and Safety Committee (JOHSC) or Health and Safety Representative.
• Recognize and report harassment. All workers in Nova Scotia are expected to follow the Internal Responsibly System. This means, if you see something, say something. Learn how to identify harassment and understand you have the right to report a concern. Know that retaliation for reporting is prohibited and if it happens it should be reported. Review your workplace safety program on how to report hazards in your workplace.
• Support a respectful workplace by being aware of your own actions and behaviors. Be a positive role model by treating coworkers with respect, speaking up against inappropriate behavior, and supporting colleagues who may be affected by harassment.
• If you experience or witness harassment, document the incident, including dates, times, and potential witnesses to support the case if you need to report it.
• Seek support such as employee assistance programs, counseling services, or legal guidance if needed. If those support networks services are not available, refer to the Safety Branch website, the Labour Standards division, or the Human Rights Commission for more information.