Harassment and Violence
In Nova Scotia, violence and harassment prevention is primarily highlighted in the following legislation:
Key Legal Requirements
It's important to be aware of key legislation when developing violence and harassment prevention policy statements and plans. This ensures that your policy statements and plans are compliant with legal requirements and that your employees are informed about their rights and obligations. Although the required workplace violence prevention plan and harassment policy are dealt with as two separate requirements in legislation, we have combined them as one.
Violence and harassment prevention plans are often combined because they share common underlying risk factors and benefit from an integrated, holistic approach. Many harassing behaviors, such as intimidation and bullying, are precursors to or elements of workplace violence. Combining the plans allows an organization to create a comprehensive strategy that addresses a full spectrum of disrespectful and harmful conduct, from subtle harassment to physical violence.
For more information on why combining Harassment and Violence Prevention Plans makes sense:
Violence in the Workplace Prevention Plan
Here are key aspects of the regulations:
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Violence risk assessment: Employers must conduct a violence risk assessment for each workplace to determine if there is a risk of violence. This assessment must consider:
- Past incidents of violence in the workplace.
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Violence known to occur in similar workplaces.
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The circumstances in which the work is performed.
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The physical location and layout of the workplace.
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Workplace violence prevention plan: If a significant risk of violence is identified, the employer must establish and implement a written prevention plan.
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Written statement: Employers must prepare a workplace violence prevention statement that recognizes violence as a hazard and expresses a commitment to minimizing or eliminating the risk. This statement must be posted in a prominent location.
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Information and training: Employers must provide information and adequate training to employees who are exposed to a significant risk of violence. This includes instruction on:
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Recognizing and responding to potential violence.
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Measures taken by the employer to minimize the risk.
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How to report and document incidents.
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Reporting and investigation: The regulations include a duty for all workplace parties to report incidents of violence to the employer. The employer must ensure these incidents are promptly documented, investigated, and addressed.
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Debriefing: The employer must provide an appropriate debriefing and refer employees who have been affected by violence to a health professional for counseling or treatment.
Recent Updates
Amendments under the Stronger Workplaces for Nova Scotia Act also took effect in 2025, defining "health and safety" to include psychological health and safety and expanding requirements for employers to create policies to prevent workplace harassment. This further reinforces the province's commitment to preventing all forms of workplace harassment and violence.
Harassment Prevention Policy
Effective September 1, 2025, all provincially regulated employers in Nova Scotia must have a written workplace harassment prevention policy. This policy must outline the right to a harassment-free workplace, procedures for reporting and investigating incidents, and commitment to training. The new regulations aim to protect employees from both physical and psychological harassment, including bullying and threats.
Key Requirements for the Policy
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Right to a harassment-free workplace:
A statement that every employee has a right to a workplace free from harassment.
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Employer's commitment:
A clear commitment from the employer to prevent harassment and ensure it is addressed.
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Reporting and investigation procedures:
Clear procedures for employees to report incidents and for the employer to investigate complaints.
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Employee obligation:
A statement that all employees have an obligation not to engage in harassment.
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Protection against reprisal:
The policy must state that the employer will not punish or retaliate against an employee who makes a good-faith complaint.
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Confidentiality:
The policy must state that information from a complaint will be kept confidential unless disclosure is necessary for investigation, corrective action, or required by law.
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Training:
Employers must provide training to all employees on recognizing, preventing, and responding to harassment.
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Corrective action:
The employer must take appropriate corrective action against any individuals under their direction who are found to be harassing others.
Background
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The change was made to address psychological injuries, which were not adequately covered under previous regulations that focused only on physical injuries.
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The new regulations are part of Nova Scotia's updated Occupational Health and Safety Act
Other Information and Resources
The Safe At Work web app provides legal information, and access to up to 4 hours of fee legal advice with a lawyer to those who experience sexual harassment in the workplace.
Harassment and Violence by Nova Safe
News Release: New Workplace Harassment Regulations Effective September 1
Preventing Harassment in the Workplace
Labour Skills and Immigration: A Workplace Violence Prevention Strategy
Labour Skills and Immigration: Harassment in the Workplace: Guide for Employers
WCB Nova Scotia: Psychological Health and Safety Resource Centre
