Bill 168 Workplace Violence and Harassment

We know dealing with policies and legislation isn’t the most exciting part of running a business, but it is necessary, and dealing with Workplace Violence and Harassment (Bill 168) is the law. Bill 168 is specific to the province of Ontario however, there are similar laws in other provinces. To learn more about the law in your province click the “I need an HR advisor” button below.

In fact, since it took effect on June 15, 2010, 90% of all large corporations that have been visited by the MOL (Ministry of Labour) are compliant, however; 60% of small to medium sized businesses are still not compliant. But as incidents of bullying, verbal abuse, threats of violence or actual violence are reported to the Ministry of Labour, or offended employees seek retribution through legal representation, non-compliance is back in the news.

Whether your goal is to

  • comply with mandatory legislation
  • avoid potential legal or financial consequences, or
  • make your workplace a safe and healthy environment for your employees;
    it’s time. Don’t leave yourself vulnerable.

Why do we need Bill 168 in our workplace? We’re small and everyone gets along just fine

You need it because it’s the law, and it’s also the right thing to provide your employees with a safe place to work. All businesses with over 5 employees must have written and posted policies.

What are the fines and penalties for non-compliance with Bill 168?

Anyone (that means individuals in authority positions) who fails to comply can personally be fined up to $25,000 or up to 12 month’s imprisonment, or both. Corporations convicted of an offence can be fined up to $500,000.

Doesn’t the government know that I don’t have the time or money to follow all their rules? They just keep making things harder!

It needn’t be overwhelming. We will provide you with an experienced Human Resource professional who will assess your circumstances and potential exposure, and quickly and effectively put the required policies and procedures in place and inform your employees of these requirements.

Why did the government come up with this?

Violence in the Canadian workplace has increased over the past 5 years with 66% of organizations reporting aggressive acts within their place of work. In addition, as access to information is at everyone’s fingertips, the internet allows employees to learn how to report incidents, obtain legal advice and report their employers online and anonymously.

As a result, in spite of recent Ontario budget cuts, the government has increased funding to hire more Employment Standards Inspectors. It only takes one complaint or incident to bring the MOL to your door.

What is Workplace Bullying?

When you consider the items that are on the list of potential “offences”, you will probably consider immediate action. A complaint of yelling, profanity, persistent criticism, offensive jokes, intimidation, excluding or isolating someone socially, spreading of rumors or gossip are on the list. Even if these are not common occurrences in your workplace, it only takes one incident, and one complaint.

What should I do?

It’s easy. Do what you are required to do. Call us or send an email. We will make it simple, efficient and cost effective.



At DemGen, as part of our ongoing commitment to help entrepreneurs find entrepreneurial freedom, it is our desire to ensure everyone has access to an HR prime to help them with things like this. We wanted everyone protected and we are here to help!

DemGen offers a full suite of HR outsourcing services to our clients both virtually and on-site.