Workplace harm, power, and the law

Terminating an employee who uses violence can increase risk to their partner. A free (and CPD accredited) panel on progressive accountability in unionized workplaces.

A Yukon decision found ancestry-based harassment but missed the sex-based harm in a Bill C-31 "joke." What employers and investigators can learn.

IPV survivorship is now protected under human rights law in Canada. Here's why a duty to inquire is arguably part of it, how it interacts with OHSA safety duties, and what accommodation requires of employers.

Ontario law puts specific duties on employers when domestic violence follows an employee to work. Join me September 9 for a free HRPA webinar on five of them.

I am teaching a four-week course on intimate partner violence and employment law at Western this fall. For HR, managers, and union reps.

"Just leave" is dangerous advice. Here are some of the real reasons survivors of intimate partner violence stay, and the question we should be asking instead.

An Alberta board upheld findings that a hospital failed a nurse harassed by a doctor. What the case reveals about workplace norms and harassment training.

In Antony v Yukon University, decided May 28, 2026, the Yukon Human Rights Panel of Adjudicators held that domestic violence is a characteristic protected from discrimination under the territory's Human Rights Act, subsumed under the ground of sex. It is the first human rights decision in Canada to rule on this issue. Two more decisions are coming: one from the Canadian Human Rights Tribunal and one from the BC Human Rights Tribunal. This post explains what Antony decided, its significance beyond the Yukon, and what employers should be doing now.

A BC court rejected an employer's frustration defence where its inaction on workplace stalking contributed to the employee's injuries. What employers must learn.

A new BC study confirms tick-the-box training isn't reducing gender-based violence at work. Here's what would work better, and where employers can start.