NS harassment legislation has just been enacted, and it will take effect on September 1, 2025. New requirements mean what was once HR ‘cultural’ issues are now OHS legal requirements. These functions need to collaborate like never before. How do you leverage the legislative strength and risk management frameworks of OHS and marry them with HR systems and program development to create compliant and healthier workplaces?

The Reality Check

Your workplace’s respectful workplace policy is drafted, and employees are trained. They know when and how to report. You have shared the investigation process and provided training to employees. But Now What? With workplace harassment now an OHS jurisdiction, how does this work in practice? Who does what to make it work in your workplace?

The Questions Everyone's Asking

Let’s get practical. Who does what? When is it HR versus OHS jurisdiction? How is employee confidentiality protected while still meeting safety requirements? What does JOHSC actually need to know about harassment investigations? Who get involved? Who's job is it?

What's Coming

• Articles addressing your biggest questions 

• Resources to help

• HR professional development

• JOHSC training and compliance toolkit 

• Manager tools for the new reality

Learn what workplaces are asking about and to be part of the conversation to build healthier workplaces…