The amendments to the Occupational Health and Safety Act established by Bill 168 came into force in June 2010. These amendments impose significant obligations on virtually all employers who have employees working in Ontario with respect to workplace violence, domestic violence and workplace harassment.


Is your company compliant?

Shelley BrownEmployers are required to do the following:

  1. Develop written policies that specifically include the new rules around workplace violence and harassment; post the policy for employees to freely access and review it on an annual basis.
  2. Develop a program that includes measures which control risk, provides for assistance to be summoned immediately when violence occurs and deal with incidents of violence, threats and complaints.  This program must be communicated to employees.
  3. Assess the risk of workplace violence and communicate the results of the assessment to a joint health and safety committee, a health and safety representative or to the employees themselves if no committee or representative exists.
  4. Take reasonable precautions where the employer is aware (or ought to be aware) that domestic violence is likely to expose employees to the risk of physical injury in the workplace.
  5. Provide information to workers about an individual who has a history of violence where employees are likely to encounter that person in the course of their work and where there is a risk of physical injury.
  6. Allow workers to refuse unsafe work where workplace violence is likely to endanger their safety.


If you need help developing your workplace harassment/violence policy, doing a workplace assessment and communicating with or training your employees, we can help. Please contact us at  [email protected].

Let us help make you an employer of compliance and an employer of choice!

Shelley Brown
Bromelin HR Consulting