Workplace Harassment Investigations: What to Expect

Under Ontario's Occupational Health and Safety Act, employers must have a workplace harassment program and must ensure that an investigation is conducted into incidents and complaints of workplace harassment that is appropriate in the circumstances.

What a fair investigation includes

• An impartial investigator (sometimes an outside one).
• Interviews with the complainant, the respondent and witnesses.
• A chance for the respondent to respond to the allegations.
• Review of documents, messages and other evidence.
• Confidentiality, except where disclosure is needed to investigate or take action.

After the investigation

The worker who complained and the alleged harasser, if an employee, must be told in writing the results of the investigation and any corrective action taken.

Your rights

• You can't be punished for making a complaint in good faith or taking part as a witness.
• You can ask to bring a support person, if the employer's policy allows.

If it goes wrong

• A complaint to the Ministry of Labour (health and safety).
• If the harassment relates to a protected ground, the Human Rights Tribunal of Ontario.
• If the treatment makes your job intolerable, constructive dismissal may be an issue.

Sources

• Occupational Health and Safety Act
• Ontario: code of practice to address workplace harassment
• Ontario Human Rights Code

Read next: Mental Health at Work: Your Right to Accommodation

General Ontario legal information, not legal advice for your matter, and reading it does not create a retainer. Sources checked 16 October 2026: check the current law, forms and dates before you act.

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This article is general information for people in Ontario, not legal advice. Rules, forms and deadlines change, and every situation is different. Check the current rule or speak to a licensed legal professional before you act.