Navigating the New Alberta Workplace Harassment Prevention Requirements

1. Navigating the New Alberta Workplace Harassment Prevention Requirements

2. Running a business means combining many elements in harmony, from using Alberta labour lawyers to understand business structures to hiring the right people. Among those elements, effectively managing human resources is one of the most important. As part of this process, employers need to create a space where employees can be productive in a safe and secure environment. Businesses carry a vital duty to create a secure workspace, and it’s essential to make efforts to prevent violence and harassment in the workplace.

3. Ask employment lawyers in Edmonton and you’ll learn that the Occupational Health and Safety Code of Alberta provides the guidance employers need to follow in this area. However, some recent changes to the Code mean employers need to adjust their practices. These changes have been in effect since March 31, 2025. While they will require some adjustments and work to bring a business back into compliance, the changes to the Code ultimately simplify the efforts involved in creating a safe working environment. Let’s examine what the law previously stated and what it currently requires.

4. What the Law Previously Demanded In the past, businesses were required under the Code to maintain prevention plans for workplace harassment and workplace violence. The Code stipulated that these plans were meant to be completely separate and fully detailed. However, the practical effect of the requirement was the frequent duplication of effort involved in crafting two policies that were often similar in scope and nature.

5. The result was a heavier administrative burden and more complex compliance requirements. The existence of two separate plans also created frequent opportunities for confusion, which could lead to the failure to apply policies in a way that contributes positively to workplace safety. Legislators recognized these issues and stepped in to make a change. What the Law Requires Now The new provisions of the Code consolidate the separate policies into a single master document. Businesses must now have a consolidated workplace violence and harassment prevention plan. The Code further requires specific elements that you need to include in the document, such as:

6. A well-defined means to either control or practically eliminate hazards in the workplace that could lead to violence or harassment; • A workflow setup to communicate potential threats that may exist to employees, with specific information when available; • Reporting procedures to investigate claims of violence or harassment; and • Confidentiality guidelines to protect complainants from retaliation or additional danger.

7. Additionally, changes were made to the review requirements. The law previously required a policy review every three years or after a workplace incident. The new Code modifies the incident reporting process and only requires such a review if an investigation into the incident reveals that one is necessary, e.g., because the policy was not effective or applied. Employers must investigate claims and prepare reports in accordance with the Code. Yet, there is no longer a requirement to routinely submit such reports to the Joint Health and Safety Committee. What Employers Need to Do

8. Get started on updating your policy today. Review the Code to understand the new requirements, then work with your teams to develop your consolidated policy. Review your existing documents, combine them where possible, remove redundant language, and make necessary updates. Ensure your practices align with the mandatory policy review schedules, and have a clear means for investigating and creating incident reports. Note that the Code contains specific additional protections for certain industries, such as blasting and oil and gas, which you may need to consider. Bring Your Policy in Line With the Law

9. With the changes to the Code now in effect, many businesses have already updated their plans. If your company has not yet adjusted to the new unified prevention plans, now is the time to do so. Updating policies today will ensure the business remains in alignment with the law, including the latest amendments to the Code. At Lypkie Henderson, our experienced team of employment lawyers in Edmonton has a deep understanding of employment law and the legal requirements that businesses face. Have questions about the changes, or need assistance with ensuring your business reliably achieves compliance? Connect with us today to learn more about the law and get help in Alberta from labour lawyers who understand the facts.