Prevention of Harassment and Violence in the Workplace Consultation | ESDC-Consultations

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Prevention of Harassment and Violence in the Workplace Consultation

Consultation has concluded

Minister's Message

Workplace harassment and violence, including sexual harassment and sexual violence, are pervasive in our society. They take many forms and have profound negative effects on survivors and those close to them, as well as on employers and workplaces. That’s why the Government introduced Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1. Employees should feel safe, respected and supported, and Bill C-65 will do just that by giving federally regulated employers, and employers on Parliament Hill, the tools they need to adequately address and deal with workplace harassment and violence.

The amended regulations will build on current requirements. In their workplace policy, employers will be required to address instances of all forms of harassment and violence, including that which is perpetrated by third parties.

As we move forward with this important initiative, I want to make sure that your voice is heard. That’s why I’m asking for your feedback on the proposed regulatory framework that will be introduced should Bill C-65 become law. The framework is divided into three pillars — prevent, respond, and support. Everyone is invited to participate in the survey. Your insights will help to shape and influence the new framework, as well as the key elements and provisions that can ultimately help ensure its effectiveness.

Finally, I would like to stress that legislation and regulations alone won’t solve this problem. We live in a culture that has tolerated these unacceptable behaviours for too long. Culture change requires work, and it will take all of us to see that change through. Together, we can create workplaces where everyone feels safe and welcome.

Thank you in advance for your time.

The Honourable Patty Hajdu, P.C., M.P.

Minister of Employment, Workforce Development and Labour

Minister's Message

Workplace harassment and violence, including sexual harassment and sexual violence, are pervasive in our society. They take many forms and have profound negative effects on survivors and those close to them, as well as on employers and workplaces. That’s why the Government introduced Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1. Employees should feel safe, respected and supported, and Bill C-65 will do just that by giving federally regulated employers, and employers on Parliament Hill, the tools they need to adequately address and deal with workplace harassment and violence.

The amended regulations will build on current requirements. In their workplace policy, employers will be required to address instances of all forms of harassment and violence, including that which is perpetrated by third parties.

As we move forward with this important initiative, I want to make sure that your voice is heard. That’s why I’m asking for your feedback on the proposed regulatory framework that will be introduced should Bill C-65 become law. The framework is divided into three pillars — prevent, respond, and support. Everyone is invited to participate in the survey. Your insights will help to shape and influence the new framework, as well as the key elements and provisions that can ultimately help ensure its effectiveness.

Finally, I would like to stress that legislation and regulations alone won’t solve this problem. We live in a culture that has tolerated these unacceptable behaviours for too long. Culture change requires work, and it will take all of us to see that change through. Together, we can create workplaces where everyone feels safe and welcome.

Thank you in advance for your time.

The Honourable Patty Hajdu, P.C., M.P.

Minister of Employment, Workforce Development and Labour

Survey

Consultation has concluded