How can employers prepare for changes?
All provincially regulated workplaces in Nova Scotia will soon be required to have a written policy to prevent and address both physical and psychological harassment.
This will come as new regulations take effect on Sept. 1 under the Stronger Workplaces for Nova Scotia Act.
“Everyone deserves to feel safe at work – physically and psychologically,” says Nolan Young, Minister of Labour, Skills and Immigration.
Harassment includes bullying, intimidation, threats and unwanted behaviour that causes harm, notes the Nova Scotia government.
Workplace harassment in Canada is getting worse, according to a previous report.
Harassment regulations for work
The new Harassment in the Workplace Regulations require employers to establish a harassment prevention policy that clearly outlines expectations for workplace behaviour, procedures for reporting concerns, and processes for investigating complaints. Employers must also commit to confidentiality and non-retaliation, provide training to all staff on the policy, and review the policy at least every three years.
“These new rules will help employers take clear, proactive steps to prevent and address harassment, support their teams and build stronger, safer workplaces for everyone,” says Young.
The regulations are a response to increasing recognition of the impact of harassment, bullying, and psychological harm in the workplace. They follow a 2024 review of the workers’ compensation system, which identified the need for stronger measures to address workplace harassment. The regulations also address concerns raised in a 2022 report by the Office of Equity and Anti-Racism, which found systemic issues of racism, inequity, and a lack of psychological safety in many workplaces.
Employers must ensure confidentiality, protect employees from retaliation, and provide regular training on the policy. The policy must be reviewed at least every three years.
More than 600 Nova Scotians participated in public engagement sessions to help shape the new regulations, sharing personal experiences and calling for clearer policies, better training, stronger leadership, and meaningful supports for those affected by harassment.
Janet Hazelton, president of the Nova Scotia Nurses’ Union, welcomed the new rules: “It was rewarding for me to work with the WCB review committee that recommended this change to help make our workplaces more respectful and psychologically safer for workers. Psychological safety is as important as physical safety."
How can employers prepare for Nova Scotia changes?
To prepare for the upcoming changes, employers must do the following, according to the Nova Scotia government:
- Review your policies and procedures to assess 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 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.
Here’s what constitutes harassment—even without a complaint.
