New rules take effect September 1
Nova Scotia employers face a new legal landscape as the province’s workplace harassment regulations take effect September 1, 2025. The new rules, introduced under Part 27 of the Workplace Health and Safety Regulations, require every employer to establish and implement a written harassment prevention policy. The move, part of the government’s “Stronger Workplaces” bill, aims to create safer, more respectful environments for all workers.
Fred Jeffers, executive director of the Occupational Health and Safety Division at the Nova Scotia Department of Labour, Skills and Immigration, says, “We’re very excited. We’re adding to our workplace health and safety regulations, part 27, which is called harassment in the workplace, and basically it sets out a framework for workplace parties to develop a policy in their workplace to prevent harassment.” The framework follows extensive consultation with Nova Scotians and collaboration with other provinces.
What employers must do
Starting September 1, employers must have a written harassment prevention policy that includes:
- A statement affirming employees’ right to a harassment-free workplace,
- The employer’s commitment to prevent harassment,
- Procedures for reporting and investigating incidents,
- Training on recognizing, preventing, and responding to harassment.
“We’ve developed some really great tools, guidelines and templates to support workplaces in developing their policies,” Jeffers says. “We’re sharing those out broadly and trying to do sort of a soft launch with this out of the gate, to give folks an opportunity to get their policies in place.”
While the regulations become law on September 1, the department plans an initial educational approach. “Our officers out in the field are really going to be out there working with folks that may not already have a policy in place,” Jeffers says. Enforcement will depend on circumstances, but if harassment occurs after September 1, the department will work closely with employers to ensure compliance.
Why the change?
Workplace harassment remains a serious issue in Nova Scotia, with some sectors facing higher risks, including those with frequent public interaction. The regulations define workplace harassment broadly, covering both single incidents and repeated behavior, including bullying, inappropriate sexual conduct, and harassment based on protected characteristics under human rights legislation. “It uses terms like objectionable or unwelcome conduct, comments or actions, including bullying… and it includes inappropriate sexual conduct as well,” Jeffers says.
He says these requirements are separate from existing workplace violence regulations, which focus on physical hazards.
Resources and Support
To help employers and safety leaders comply, the province offers resources at preventworkplaceharassment.ca. “We’ve got lots of great information on there, tools and templates and so on. Resources for training. Lots of good links there to some great materials to help folks get their programs up and running if they don’t already have one,” Jeffers says.
He also reassures employers who already have respectful workplace policies: “Many of those that we’ve looked at are very much in line with where the regulations are. They need to check to ensure they’re in compliance. But a lot of those that we’re seeing are very well done and very complete.”
For health and safety leaders and employers, the message is clear: “Having the policies is great, but you need to follow it, and you need to follow it closely and take action. For employers, that’s always the message,” Jeffers says.
As Nova Scotia’s new workplace harassment regulations come into force, proactive engagement and compliance will be key to creating safer, more respectful workplaces across the province.
