Sexual Harassment Health and Safety Laws Unions Human Rights Workers' Compensation Civil Criminal Workplace Harassment Prevention Training Contact Us Apply Now

Violence Prevention Policies

In workplaces that have been identified as having an increased risk of violence, employers must have and implement a violence prevention policy. Employers are also obligated to take certain precautions if their employees are working in potentially risky environments.

Starting in May of 2024 all workplaces will be required to have Violence Prevention Policies.

In federally regulated workplaces harassment and violence prevention are dealt with in a single Harassment and Violence Prevention Policy.

A violence prevention policy must include…

  • a statement that the employer is committed to minimizing or eliminating the risk of violence in the workplace
  • a list of worksites where violent situations have occurred or could be expected to occur
  • a list of staff positions that have been, or could be reasonably expected to be, exposed to violent situations
  • the procedure the employer will follow to inform workers about the risk of violence, including information about persons they are likely to encounter who have a history of violent behaviour
  • the actions the employer will take to minimize or eliminate the risk of violence
  • the procedure to report violent incidents to the employer, and how it will be documented and investigated
  • a recommendation that workers exposed to a violent incident seek medical treatment or counselling
  • a commitment that the employer will provide training for workers about recognizing potentially violent situations, procedures in place to minimize or reduce the risk to workers, and how to respond to and report violent incidents

When a worker receives treatment or counselling in relation to workplace violence, or attends a training program arranged by the employer, the employer must consider that as time at work and ensure that the worker does not lose any pay or benefits as a result.

In developing and implementing a Violence Prevention Policy employers must consult with the Occupational Health and Safety Committee, the Occupational Health and Safety Representative or the workers directly, when there is no committee or representative.

Violence Prevention Policies must be readily accessible to workers. The policy must be reviewed at least every three years and revised where necessary, including if there is a change in circumstances that could affect the health and safety of workers.

Late Night Retail

Employers in retail premises that are open to the public between 11 p.m. and 6 a.m. must conduct a workplace hazard assessment, update it as necessary and at least once every 3 years. These workplaces are also subject to additional safeguards to help ensure the health and safety of workers. These safeguards include...

  • safe cash handling procedures
  • video cameras
  • signs for the public indicating that access to cash is limited and the premises are under video surveillance
  • check-in system for workers that are alone in these workplaces
  • personal emergency transmitters that can signal for emergency response when activated for workers who are alone in these workplaces

Isolated Workplaces and Working Alone

Employers must identify risks that are associated with working alone or in isolated workplaces and take steps to eliminate or reduce those risks, including having an effective communication system in place. Employers may also want to consider things like establishing a means of regular contact with workers, prohibiting certain activities, providing additional training and implementing safe work practices and procedures for the situation.

Was it easy to find what you were looking for on this site?

Did the information on this site help you understand workplace sexual harassment?

Did the information on this site help you understand processes for dealing with workplace sexual harassment?

Was there information about workplace sexual harassment that you needed that was not on the site?

This site provides general information about workplace sexual harassment only. It is not a substitute for receiving legal advice about your situation. Apply now to receive 4 hours of free legal advice.

The Shift Project is funded by the Department of Justice and delivered by the Public Legal Education Association of Saskatchewan (PLEA).

Privacy Policy | Social Media Policy