Employment · 6 min read · Published September 2026
Workplace harassment in Ontario: documenting concerns
A careful way to document workplace harassment concerns, use internal processes, and recognize when other legal issues may overlap.
Short answer
If you experience workplace harassment, keep a factual record of dates, conduct, witnesses, reports, and the employer’s response. Ontario workplaces have duties under occupational health and safety rules, but the right process depends on what happened, who was involved, and whether discrimination, reprisal, injury, or termination is also present.
How should you document events?
Record what was said or done, when and where it happened, who saw it, and what impact it had on work. Keep the record factual and preserve original messages without secretly recording or copying material you are not entitled to access.
- Use a dated log and save relevant communications
- Note internal reports and the response received
- Identify witnesses and policies that may apply
- Record schedule, pay, discipline, or role changes after a complaint
What channels may exist?
An employer’s policy may identify a reporting route, investigator, or health-and-safety contact. A union, regulator, human-rights process, or civil claim may also be relevant depending on the facts and deadlines.
- Review the workplace harassment policy
- Ask for the investigation process in writing
- Get advice before resigning or signing a settlement
- Seek immediate help if there is a safety threat
Common questions
Does rude behaviour always meet the legal definition of harassment?
No. The legal analysis depends on the conduct, context, repetition, workplace rules, and any overlapping discrimination or reprisal issue. Document it and get situation-specific advice.
Can I make a complaint after leaving?
Possibly, but different processes have different deadlines and eligibility rules. Preserve records and check the relevant process promptly.
Official sources to check
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