Respectful Workplace Training

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Once you have registered and enrolled, proceed to the Course Content section at the end of this page to begin the training.

Our advanced online respectful workplace training is designed for Canadian managers, supervisors, human resources professionals, health and safety professionals, and others who need advanced knowledge to lead workplace harassment and violence prevention, response and recovery. The self-paced course connects respectful conduct, psychological safety, legal responsibilities and operational decision-making to situations these workplace leaders regularly face.

Need virtual or group training for your team? For online group training, buy your enrolments here, then complete our Group Training Student Information form so we can set up each worker’s account. For virtual or instructor-led training, explore our virtual and classroom respectful workplace training options.

A respectful workplace is not created by policy language alone. It develops when leaders set clear expectations, workers know how to raise concerns, reports receive a prompt and fair response, and the organization learns from incidents. This online respectful workplace training provides a practical framework for putting those responsibilities into action.

The course uses Canadian prevention principles while recognizing that definitions, reporting duties, investigation requirements, worker-participation duties and record-retention rules vary between federal, provincial and territorial jurisdictions. Human rights, employment, privacy, labour, workers’ compensation and criminal-law considerations may also apply. Employers must identify the governing authorities and compare the learning with current requirements, collective agreements and workplace procedures.

If your organization requires policy development, risk assessment assistance or instructor-led training, contact Calgary Safety Consultants. You can also review our respectful workplace training services.

Learners who successfully complete all lessons, knowledge checks and the final assessment receive a Certificate of Completion. It records course completion only; it does not appoint the learner as an investigator, establish legal competency or prove workplace compliance. The downloadable student reference guide supports review after the course.

Online Respectful Workplace Course at a Glance

Delivery: 100% online and self-paced
Availability: Accessible 24 hours a day
Course format: Video lessons, workplace examples, knowledge checks and a final assessment
Course length: Approximately 7 to 8.5 hours
Certificate: Completion record issued after all required lessons and assessments; not an investigator qualification or compliance certificate
Price: $49.99 CAD plus GST
Audience: Managers, supervisors, HR professionals, safety professionals, committee members, business owners and others who need advanced knowledge of prevention and response
Workplace training: Employer-provided instruction about company policies, reporting contacts and emergency procedures is still required

What Does Online Respectful Workplace Training Cover?

This online respectful workplace training explains how workplace culture, leadership behaviour and prevention systems work together. Learners examine how concerns develop, why early action matters and how a poorly managed response can increase harm, disrupt operations, weaken trust and expose the organization to claims or enforcement action.

Participants learn how to:

• Recognize respectful, disrespectful, harassing and violent behaviour.
• Understand shared responsibilities within the Internal Responsibility System.
• Connect psychological safety with reporting, learning and operational performance.
• Recognize that respectful, good-faith management action may be treated differently from harassment, while applying the definition and tests in the governing law and policy.
• Identify violence risk factors, warning signs and higher-risk work activities.
• Apply the hierarchy of controls to workplace violence hazards.
• Receive concerns without dismissing, judging or promising an outcome.
• Protect privacy while sharing information only with people who need it for safety, response, a fair process or a legal duty.
• Use fair, timely and trauma-aware response practices without compromising procedural fairness or making assumptions about credibility or outcome.
• Support affected workers, witnesses, leaders and teams after an incident.
• Review corrective actions and verify that improvements remain effective.

Workplace examples move the discussion beyond definitions. Learners consider what to do when a worker reports repeated humiliation, when a customer threatens an employee, when performance management is mistaken for harassment, or when a team returns to work after a serious event.

Online Respectful Workplace Training for Canadian Leaders

Canadian occupational health and safety requirements recognize harassment and violence as workplace hazards, although the exact legal language and required processes differ by jurisdiction. Effective prevention therefore begins with two actions: applying sound national prevention principles and confirming the legislation that applies to the workplace.

This online respectful workplace training is especially useful in workplaces where leaders receive complaints, manage conflict, direct work, conduct hazard assessments or coordinate emergency response. It is relevant to office, construction, manufacturing, transportation, healthcare, retail, hospitality, municipal, public-sector, energy and remote-work environments.

A well-designed respectful workplace program can support organizational performance by clarifying expectations, reporting routes and response responsibilities. It may help leaders act earlier and create more reliable records for internal review or an external audit. Results depend on actual implementation; training and written policies alone do not establish compliance, due diligence or program effectiveness.

Leadership Role, Legal and Process Limits

The employer and other duty holders retain their legal responsibilities. A learner should act only within an assigned role, authority and competence, using the organization’s current policy, alternate reporting route, emergency procedure and investigation protocol.

• For immediate danger, prioritize life safety, follow the workplace emergency procedure and contact emergency services when it is safe to do so. Do not require a worker to confront or physically intervene.
• Receiving a concern is not the same as deciding whether an allegation is substantiated. Record factual information, address immediate safety and support needs, preserve relevant information and route the matter to an authorized, impartial process.
• Do not promise secrecy, a particular outcome or freedom from all workplace consequences. Explain how information will be protected and when it may need to be shared.
• Use an alternate recipient or external support when the usual decision-maker is involved, unavailable, lacks authority or has a real or apparent conflict of interest.
• Select an investigator who has the competence, authority, independence and subject-matter support required by the jurisdiction and the matter. Serious, complex, criminal, human-rights, privacy, medical or highly conflicted matters may require legal counsel, law enforcement, occupational health or another qualified professional.
• A committee or representative participates according to the governing law and its terms of reference; membership alone does not make a person the complaint recipient or investigator.
• Verify implementation through records, interviews, observations, worker feedback, response quality, corrective-action closure and effectiveness checks. A course certificate is only one training record.

Who Should Take This Respectful Workplace Course?

This advanced course is designed for managers, supervisors, human resources professionals, health and safety professionals, and others who need deeper knowledge to lead prevention, receive concerns, assess immediate safety and routing needs, coordinate an appropriate response, support affected people and verify corrective action. It does not authorize a learner to decide the merits of a complaint or conduct an investigation beyond their assigned role and competence.

• Managers and supervisors responsible for directing work and supporting employees.
• Human resources professionals who administer reporting and response processes.
• Health and safety professionals who support hazard assessment and prevention planning.
• Joint health and safety committee members and worker representatives.
• Owners and senior leaders who establish expectations and allocate resources.
• Project managers, forepersons and field leaders working across multiple sites.
• People responsible for respectful workplace, psychological health or violence prevention programs.
• People preparing to coordinate a workplace review, recovery process or corrective-action plan within an assigned role.

Organizations may also assign the training as part of leadership development, supervisor orientation, policy implementation or corrective-action follow-up. It is particularly appropriate for people who already hold workplace responsibilities and need advanced, practical knowledge beyond a basic employee awareness course. Previous legal or health and safety training is helpful but not required.

Online Respectful Workplace Training Course Features

Our online respectful workplace training provides advanced, role-focused learning while making complex prevention and response duties understandable without oversimplifying the decisions leaders must make.

• Four modules and 16 sequenced lessons.
• More than six hours of matched video instruction.
• Realistic management, HR and safety examples.
• Three-question knowledge check after every lesson.
• A 100% passing requirement on lesson knowledge checks.
• A six-question final assessment with an 80% passing requirement.
• Progress tracking and controlled, linear course navigation.
• A downloadable student reference guide covering all four modules.
• A Certificate of Completion after successful completion.
• Mobile, tablet and desktop access.
• Clear links between legal duties, operations, claims prevention and the objective evidence an audit may examine.

The course does not train learners to diagnose people, provide legal advice or qualify them to conduct every type of formal investigation. It helps workplace leaders recognize risk, respond within their role, protect the integrity of the process and obtain qualified support when a matter exceeds their authority or competence.

Online Respectful Workplace Training Course Modules

The learning sequence moves from culture and shared responsibility to harassment prevention, violence prevention, incident response and organizational recovery. Each module builds on the previous one.

Module One: Respectful Workplace Foundations

Module One establishes the foundation for a respectful and psychologically safer workplace. Learners examine the role of dignity, fairness, inclusion and accountability, then connect those expectations to the Internal Responsibility System.

• Foundations of a respectful workplace.
• Shared responsibility and the Internal Responsibility System.
• Workplace culture and psychological safety.
• Behaviour, attitude and mindset.

The module shows how everyday leadership behaviour affects whether workers speak up, participate in prevention and trust the organization to respond fairly.

Module Two: Workplace Harassment Prevention and Response

Module Two explains workplace harassment, prevention planning and responsible response. Learners consider conduct, context and impact while avoiding assumptions about intent or outcome.

• What workplace harassment is and how it may appear.
• Practical prevention and bystander strategies.
• Prevention policies, programs and reporting routes.
• Receiving and responding to harassment concerns.

The module reinforces timely action, neutral documentation, privacy, procedural fairness and protection against reprisal.

Module Three: Workplace Violence Prevention and Response

Module Three treats workplace violence as a foreseeable hazard that must be assessed and controlled. It addresses threats, intimidation, physical violence, client or public aggression and the potential workplace impact of domestic violence.

• Understanding workplace violence and related risk factors.
• Preventing and controlling violence through workplace design, administrative measures and safe work practices.
• Developing practical plans, policies and procedures.
• Responding to immediate danger, securing assistance and preserving information.

Leaders learn to consider the work, location, time, client interactions, staffing, communications and emergency support rather than relying on a single generic control.

Module Four: Recovery, Support and Continuous Improvement

Module Four focuses on what happens after a report or incident. The goal is to support people, restore safe operations and prevent recurrence without treating recovery as a one-time communication exercise.

• Restoring the workplace after an incident.
• Supporting affected persons and connecting them with appropriate resources.
• Supporting teams while maintaining necessary privacy.
• Sustaining prevention through review, corrective action and verification.

The module links recovery to business continuity, worker confidence, claims management and objective evidence that may be considered in a fact-specific assessment of due diligence. No course or document can establish due diligence on its own.

Complete Your Online Respectful Workplace Training

Registration provides access to the complete online respectful workplace training course. Work through the lessons in sequence, complete each knowledge check and achieve at least 80% on the final assessment. The training is self-paced, so learners can pause and return as operational schedules permit.

After completion, download the certificate and use the Student Reference Guide to support workplace discussions. Leaders should then compare the learning with the organization’s current policy, violence and harassment risk assessment, reporting contacts, emergency procedures and investigation process. Training creates value when it leads to clearer expectations and stronger systems.

Frequently Asked Questions About Online Respectful Workplace Training

Is this Respectful Workplace training valid across Canada?

The course is designed for Canadian workplaces and explains broadly applicable prevention principles. Legal definitions and detailed employer duties vary, so organizations must confirm the federal, provincial or territorial requirements that apply to each workplace.

Do I receive a Respectful Workplace certificate?

Yes. Learners receive a Certificate of Completion after successfully completing the required lessons, knowledge checks and final assessment. It records completion only and is not an investigator credential, regulatory approval or proof of legal compliance. Employers should base retention on current legal, contractual and organizational requirements.

How long does the online Respectful Workplace course take?

Most learners should allow approximately 7 to 8.5 hours. This includes more than six hours of video instruction, 16 lesson knowledge checks, the final assessment and time to review practical examples.

Who should take Respectful Workplace training?

The course is intended for managers, supervisors, human resources professionals, health and safety professionals, committee members, owners and others who need advanced knowledge to influence culture and lead effective prevention, reporting, response, recovery and follow-through.

Does the course cover harassment prevention and workplace violence response?

Yes. Dedicated modules address harassment prevention and response, violence risk assessment and controls, emergency action, fair process, post-incident support, workplace recovery and continuous improvement.

Can employers purchase training for multiple workers?

Yes. Employers can buy this course for two or more leaders, supervisors or HR professionals right here on this page. After placing your order, please also complete our Group Training Student Information form with your order number and each learner’s name and email address, so we can set up their individual accounts. For instructor-led training or related respectful workplace support, contact Calgary Safety Consultants.

Does online Respectful Workplace training replace workplace-specific training?

No. Employers must still explain their own policy, reporting contacts, hazards, controls, emergency procedures, support options and jurisdiction-specific duties. Online training provides a common foundation; workplace-specific instruction makes that foundation operational.

Additional Respectful Workplace Resources

Effective prevention requires more than a course. Leaders should use the following resources to confirm legal requirements, strengthen policies, improve risk assessments and prepare reporting, investigation and support processes. Always begin with the regulator responsible for the governing jurisdiction. The official links below were reviewed on November 6, 2026; requirements can change, so confirm the current source before relying on it.

Course and workplace implementation resources

• Download the Respectful Workplace Training Student Reference Guide for a concise review of all four modules.
• Review your organization’s harassment and violence prevention policy, reporting routes, emergency procedures and investigation process.
• Confirm that workers know how to report a concern when their direct supervisor is involved.
• Check whether supervisors, designated recipients and investigators need role-specific instruction beyond this general course.
• Schedule a program review after incidents, organizational change or when legislation requires it.

National and federal guidance

• Government of Canada: Requirements for employers to prevent harassment and violence — policy, assessment, training, resolution and recordkeeping guidance for federally regulated workplaces.
• CCOHS: Violence and Harassment in the Workplace — practical information on definitions, risk factors, prevention programs and controls.
• CCOHS: Bullying in the Workplace — examples, prevention measures, reporting considerations and workplace impacts.
• CCOHS: Psychosocial Risk Factors — guidance connecting civility, respect, leadership and psychological health.

Provincial regulator resources

• Alberta OHS: Workplace violence and harassment — Alberta prevention-plan, investigation, reporting and worker-support requirements.
• WorkSafeBC: Bullying and harassment — responsibilities, reporting procedures and prevention guidance.
• WorkSafeBC resource toolkit — policy, reporting and investigation templates, fact sheets and checklists.
• Government of Saskatchewan: Bullying and harassment in the workplace — employer responsibilities, worker reporting and OHS support.
• Government of Saskatchewan: Violence policies required in all workplaces — information on violence policies and prevention plans.

These links support program review but do not establish due diligence or replace legal advice, a workplace-specific hazard assessment or a competent investigation. If your organization needs assistance reviewing its program, contact Calgary Safety Consultants.

Student Course Guide – how to log in, complete the lessons and quizzes, and get your certificate.