How to file a workplace harassment complaint in Canada (with a template)

In My Corner · Learn — 8 min read · Updated July 2026

Writing it down makes it real, and that's frightening. It's also the single most useful thing you can do, because a written complaint triggers duties and a process instead of leaving you at the mercy of a quiet word that gets ignored. Here's how it works in Canada.

Two routes — and they can run together

Your employer's harassment process (OHS). In most provinces your employer must have a workplace-harassment policy and must investigate complaints. In Ontario the investigation must be "appropriate in the circumstances," and the employer must tell you and the alleged harasser, in writing, of the results and any corrective action. This is your first port of call — put the complaint in writing to HR or the person named in the policy.
A human-rights complaint — if the harassment is tied to a protected ground (race, sex, disability, age, religion, etc.). This goes to your provincial human-rights tribunal (Ontario: the HRTO, generally within one year of the last incident) and can award compensation.

What to put in it

Facts, dated, in order. What happened, when, where, who was present. Specific incidents beat general labels.
Exact words where you can. Quote what was said; attach messages, emails, screenshots.
Whether it's tied to a protected ground — if it is, say so plainly (it opens the human-rights route).
What you're asking for — an investigation, and any interim steps you need (e.g. not to be supervised by the respondent while it's looked into).
Keep it factual and calm. Clarity is more powerful than anger on paper.

A simple structure you can adapt

"To [HR / the person named in the harassment policy]. I am making a formal complaint of workplace harassment under [employer]'s harassment policy. On [date] at [place], [what happened, in plain factual terms]. This was witnessed by [names, if any]. [Further incidents, dated.] I have attached [evidence]. I request that this be investigated under the policy, and that [any interim step]. Please confirm receipt and the expected timeline. [Name, date]."

Keep a copy on a personal device before you send it. Once it's in, your employer's duty to investigate is triggered, and reprisal for making the complaint is prohibited.

If any of this has you at the edge — not sleeping, dreading every morning, or worse — please put this article down and talk to a human first: the 9-8-8 Suicide Crisis Helpline — call or text 988 (free, confidential, 24/7 across Canada) — or Talk Suicide Canada 1-833-456-4566. In an emergency, call 911. The job problem can wait an hour; you matter more.

You don't have to work this out alone. In My Corner is a team of five AI companions for exactly this — one who listens, one who decodes letters and knows your deadlines, one who keeps your evidence organised, one for fresh starts, one who teaches. Private by design: conversations are never stored on our servers.

Talk it through — In My Corner

This article is general information, not legal advice. In Canada, which law applies depends on your province (most workers are provincially regulated; federal workers fall under the Canada Labour Code), and there is no single anti-bullying statute. For decisions that matter, check your provincial Ministry of Labour / OHS regulator, your human-rights tribunal, or an employment lawyer.