Worker Health and Wellbeing Guides for Canadian Workplaces

In most of Canada, yes. Alberta requires a violence and harassment prevention plan, Saskatchewan has required a violence policy and prevention plan in every provincially regulated workplace since May 2024, Ontario requires written policies and programs, and federally regulated employers need a prevention policy. British Columbia requires violence procedures where there's a risk, and bullying and harassment measures for every employer.

Most plans cover the same core pieces: a policy statement, a risk assessment, measures to eliminate or control the risks, how workers are told about threats, how to report incidents and complaints, how they'll be investigated, how confidentiality is protected, and support for affected workers. Alberta, Saskatchewan and federal rules each list required contents, so check the rules that apply to you.

Definitions differ but share the same idea: unwelcome conduct, comments or actions that a person knows, or ought to know, will cause offence, humiliation or harm. Alberta's definition covers a single incident or repeated incidents, and Ontario's refers to a course of vexatious comment or conduct, including online. Reasonable management action, such as performance discussions, isn't harassment in Alberta or British Columbia.

It can. Domestic violence becomes a workplace hazard when it happens at work or spills over into the workplace, for example when an abusive partner calls, follows or threatens a worker on the job. Alberta's definition of violence includes domestic violence, and Ontario, Quebec and federal rules also address it. Plans should explain how workers can ask for help safely.

A musculoskeletal injury, or MSI, is an injury or disorder of the muscles, tendons, ligaments, joints, nerves, blood vessels or related soft tissue that's caused or made worse by work. Common risk factors include force, repetition, awkward or static postures, contact stress, vibration and cold. Back strains, tendinitis and carpal tunnel syndrome are typical examples.

In several jurisdictions, yes. British Columbia requires employers to identify and assess MSI risks, Alberta's OHS Code requires manual handling hazards to be assessed, and Saskatchewan and Manitoba have musculoskeletal injury rules. Federally regulated employers must cover ergonomic hazards in their hazard prevention program. Ontario has no specific ergonomics regulation, but the general duty to protect workers applies.

Check how the worker sits and works: chair height with feet flat and thighs roughly parallel, lumbar support, the keyboard just below elbow height with the mouse beside it, and the monitor directly in front with the eyes level with the top line of text. Look at reaching, twisting, lighting, glare and breaks. CSA Z412:24 is the current office ergonomics standard.

Psychosocial hazards come from how work is designed, organized and managed, and from the social side of work. Examples include excessive workload, poor support, unclear roles, harassment, violence and exposure to traumatic events. Canada's national standard identifies 13 psychosocial factors, from clear leadership and civility and respect to workload management and psychological support.

No. The National Standard of Canada for Psychological Health and Safety in the Workplace is voluntary, and the Mental Health Commission of Canada describes it as a framework rather than a regulation. Some related duties are binding, though, including harassment and violence prevention rules, Quebec's requirement to identify psychosocial risks, and the federal harassment and violence regulations.

Promptly, fairly and confidentially, by someone impartial and properly trained. Gather the facts from the people involved and any witnesses, keep records and tell both parties the outcome. Ontario requires written results to the worker who complained and the alleged harasser, Alberta requires an investigation report kept for at least two years, and federal rules set out a detailed resolution process.

Start with a risk assessment that looks at the location, the time of day, cash handling and the people workers deal with. Then put controls in place, such as check-in procedures, lighting, barriers, limited cash and a second worker where needed. British Columbia and Alberta have specific rules for late-night retail and working alone, and other jurisdictions have similar requirements.

Very common. In 2023, more than 116,000 of the 274,022 lost-time claims accepted in Canada were traumatic injuries to muscles, tendons, ligaments and joints, based on AWCBC figures. WorkSafeBC reports that musculoskeletal injuries make up about 30% of time-loss claims in British Columbia, and the federal Labour Program gives a similar figure for federally regulated workplaces.

Yes. Harassment, violence, working alone, fatigue and work-related stress can cause serious harm and belong in hazard assessments alongside physical hazards. Quebec now requires prevention programs to identify psychosocial risks, and the federal harassment and violence regulations require employers to assess risk factors. Treat these hazards with the same assess, control and review approach as any other hazard.

Yes. We write violence and harassment prevention plans, carry out violence and ergonomic risk assessments, train workers and supervisors through our respectful workplace, office ergonomics and MSI prevention courses, and help bring psychological hazards into your program. Our consulting focuses on Alberta, British Columbia and Saskatchewan, while our guides, free downloads and online training are available anywhere in Canada. Book a free consultation to talk it through.