Workers continue to experience unacceptably high rates of workplace harassment and violence, and most who report incidents say it makes no difference or worsens the situation. 
 
These are just two of the many disturbing findings included in a national report released on July 14, 2026. The report was published as a follow-up to the first Canada-wide survey on harassment and violence at work in 2022. This project is a partnership with Western University’s Centre for Research and Education on Violence Against Women and Children (CREVAWC), researchers from the University of Toronto, and the Canadian Labor Congress.
 
The report entitled, “Is work safer? The Second National Survey on Harassment and Violence at Work in Canada”, offers a clear narrative of the many workers who continue to suffer. And much work remains according to the authors who propose, the “need for a strategy designed for long-term change to make work safer for everyone.”
 

We can help! Register for WHSC Workplace Violence & Harassment training today.

The continued suffering

As with the first national survey, researchers examined three categories including harassment and violence, sexual harassment and violence, and work-related online harassment. 

Respondents were asked to share their work experiences over the two years before completing the survey. Most reported they are regularly exposed to at least one hazard associated with workplace harassment and violence. The most common reported hazards include the exchange of money, interaction with the public, working in isolation, and the serving of alcohol. 
 

Key findings show:

• More than six in ten (62 per cent) reported experiencing at least one behaviour or practice of harassment and violence. Of these, 40 per cent experienced physical intimidation and more than 17 per cent actual physical assault resulting in serious injury.
• More than four in ten (41 per cent) reported experiencing at least one behaviour or practice of sexual harassment and violence. Of these, 21.5 per cent were stalked and three per cent experienced a sexual assault. 
• Two in ten (19 per cent) reported experiencing at least one behaviour or practice of work-related online harassment. Of these, 68.5 per cent received threatening/aggressive emails, social media messages, or text messages. 
• Experiences of workplace harassment and violence are not the same for everyone. Workers who face multiple and intersecting forms of discrimination – whether by race, gender, sexual orientation, gender identity and expression, disability, or Indigeneity – experienced higher rates of violence and harassment. 

The personal impacts

This report is based on a bilingual nation-wide online survey conducted between September and December 2025. It was open to all persons in Canada above the age of 18 who had been employed during the last 12 months. The 5,600 survey respondents worked in a range of sectors, with the highest proportion coming from health care and social assistance, public administration, and education.
 
Most who reported experiencing harassment or violence also reported suffering negative emotional impacts, sleep difficulties, and negative impacts on their personal life. At work, a majority lost trust in their superiors and work team and saw their productivity decline. Equally alarming, approximately one in five either transferred, quit, or were suspended or fired. 
 
It’s no surprise then, this lack of effective efforts to prevent violence and harassment is impacting the bottom line at work. According to Western University professor, CREVAWC researcher and project lead Adriana Berlingieri, “If you put all the forms of harassment and violence at work together, it’s costing hundreds of thousands of dollars per worker, and we don’t even know all the costs.” 

The continued lack of reporting    

Like the findings uncovered in the first report almost five years ago, many incidents go unreported. Consider, for instance, almost half who experienced sexual harassment or violence said they did not report it because they didn’t think it was serious enough. Equally troubling almost 40 per cent said they did not believe that reporting would make a difference, and one in three were afraid of negative consequences. 
 
And it would seem their beliefs have merit. Of those who did report their experience, the overwhelming majority said it either made no difference or made the situation worse. 

The small signs of improvement 

There were some signs of improvement compared to the 2022 report, including online harassment, down 7.4 percentage points. The report notes this is likely in part because many workers have returned to in-person or hybrid work since the last study.

Survey respondents also indicated harassment and violence and sexual harassment and violence committed by co-workers decreased by six per cent and five per cent respectively. In fact, all forms of workplace harassment and violence perpetrated by any workplace party did not increase and have mostly decreased. This was even more telling considering increased experiences of violence and harassment from third parties, such as customers, patients or students.
 
The authors suggest this improvement “Might be explained by the introduction and strengthening of health and safety legislation, changes to workplace policies, and the increase in education and training.” 
 
Though the report and its lead author, Western University professor and CREVAWC researcher Adriana Berlingieri suggest much work remains to address what is still a major problem in Canada. In a press release about the report, Professor Berlingieri suggests, “Zero-tolerance policies or statements are not enough.” And questions “What actions back them up and what practices and processes are in place? When something does happen, how are staff being supported and what ensures it doesn’t happen again?”

The legal obligations for employers 

Here in Ontario, health and safety legislation requires employers to develop and implement workplace violence and harassment policies and program(s) aimed at taking reasonable steps to protect workers. To this end the employer must also provide all workers with information and instruction on the content of these workplace policies and related measures. The law also requires measures to address domestic violence as a potential source of workplace violence.
 
Ontario’s human rights law also addresses these issues, stipulating that every person has a right to “equal treatment” and “freedom from harassment.”
 
Federally regulated employers also have significant duties to address workplace harassment and violence prevention, including a specific obligation to provide “training” to workers and consult the JHSC on what this training looks like.

The WHSC training that can help

Have questions about workplace violence and harassment obligations? Check out our resources including handy compliance checklists.

Next take action to end the abuse. Register for our Workplace Violence and Harassment and other related training programs. They are designed to assist in meeting legal requirements and empower workplace parties to recommend and take corrective action to end abuse. 
 
Need this training in French. Register online or please contact WHSC training services representative, Christopher Gervais at cgervais@whsc.on.ca or 613-407-2187.
 
Don’t see a date that works for you, wish to discuss onsite violence and harassment training or just have a question, connect with a training services representative in your area.
 
Additional related resource.
Is Work Safer? The Second National Survey on Harassment and Violence at Work in Canada
Workplace violence, harassment widespread but unaddressed, report.
WHSC workplace violence resources
Federal employer duties to address violence and harassment
Workplace abuse complaints by women dismissed more than men

Need more information? 
Contact a WHSC Training Services Representative in your area.
Email: contactus@whsc.on.ca
Visit: whsc.on.ca
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