As of June 2026, the Ontario Occupational Health and Safety Act (OHSA) strictly requires every employer to provide comprehensive, documented training to all workers on the company’s specific workplace violence and harassment policy. Failing to provide this training can result in severe Ministry of Labour fines.
Workplace culture has evolved dramatically, and Ontario law has evolved with it. No longer can an employer simply pin a dusty “Respect in the Workplace” poster to the lunchroom bulletin board and claim they have done their job. The provincial government recognizes that psychological safety is just as important as physical safety. Following major updates to the law, protecting employees from harassment, bullying, and violence is a mandatory legal duty.
Under the Occupational Health and Safety Act (OHSA), ignorance is not a defence. 📚 An employer must actively educate their workforce on what constitutes harassment, how to report it safely, and how the company will investigate complaints. If an employee is harassed and the Ministry of Labour discovers the worker never received formal training, the employer will face devastating legal and financial consequences. This guide details exactly how to implement compliant training in your organization.
Step-by-Step Process for Implementing Harassment Training
Whether your business is a small cafe in London or a large tech firm in Toronto, the OHSA rules apply the moment you hire your first employee. Many employers partner with employment law firms or HR consultants to ensure their materials meet the strict provincial standards.
Step 1: Draft a Compliant Written Policy
You cannot train employees on a policy that does not exist. 📄 First, you must draft a formal Workplace Violence and Harassment Policy. This document must clearly define what harassment is (including sexual harassment and online bullying), state that the employer will not tolerate it, and outline the exact step-by-step reporting mechanism. Crucially, the policy must explain how a worker can report an incident if their direct supervisor is the one harassing them.
Step 2: Develop the Training Curriculum
Once the policy is finalized, you must build the training module. The training must be specific to your actual workplace, not just a generic video. It must cover the legal definitions under the OHSA, how to safely summon immediate assistance if violence occurs, the confidentiality of the investigation process, and the protection against reprisal (punishment) for filing a complaint.
Step 3: Deliver the Training to All Staff
Every single employee, from the newest part-time cashier to the CEO, must receive this training. 👥 You can deliver this via an online Learning Management System (LMS), in a group classroom setting, or during a 1-on-1 orientation. Supervisors and managers require additional, advanced training on how to handle complaints properly when they receive them.
Step 4: Collect and Store Acknowledgements
If there is no paper trail, the training never happened in the eyes of the law. At the end of the training session, every employee must sign a document (physically or digitally) stating they have received the training, read the policy, and understand their duties. Keep these signed logs permanently in their HR file.
Step 5: Conduct the Mandatory Annual Review
Workplace training is not a “one and done” task. 📅 The OHSA legally requires employers to review the workplace violence and harassment policy at least annually. If the policy changes, or if new risks are identified in your specific workplace, you must retrain your staff on the updated procedures.
How Much Does it Cost in Ontario?
Implementing a robust training program requires a modest financial investment, which acts as vital insurance against massive legal liability.
| Service or Penalty | Estimated Cost (CAD) |
|---|---|
| Employment Lawyer Policy Drafting | $1,000 – $2,500 |
| Online LMS Training (Per Employee) | $10 – $30 per year |
| External HR Trainer (Half-Day Session) | $800 – $2,000 |
| OHSA Fine for Non-Compliance | Up to $1,500,000 for corporations |
How Long Does the Process Take?
For new hires, the OHSA expects training to be completed almost immediately, typically within the first 1 to 2 weeks of their employment. A comprehensive training session usually takes about 1 to 2 hours for front-line employees, and 3 to 4 hours for management personnel who are responsible for conducting internal investigations.
Frequently Asked Questions (FAQ)
Does a manager yelling count as harassment?
It depends. Under the OHSA, reasonable action taken by an employer to manage and direct workers (like giving a stern performance review) is explicitly excluded from the definition of harassment. However, swearing, name-calling, or public humiliation crosses the line into illegal harassment.
What happens if an employee refuses the training?
Completing mandatory health and safety training is a condition of employment in Ontario. If an employee refuses to participate, you can take progressive disciplinary action against them, up to and including termination for insubordination.
Do we have to train independent contractors?
Yes. The OHSA uses a very broad definition of a “worker.” If an independent contractor, temp agency worker, or student is performing work in your physical workplace, you are generally responsible for ensuring they understand your violence and harassment protocols.
Can the Ministry force us to hire a third-party investigator?
Yes. If an employee files a harassment complaint and the Ministry of Labour believes your internal HR department is biased or failed to conduct a proper investigation, an inspector can legally order you to hire an independent, third-party investigator at your company’s expense.
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