Taking Action on Gender-Based Violence in the Workplace
Every worker deserves to feel safe, believed and supported, on the job and off
Gender-based violence (GBV) does not stay at home or on the street. It follows people into offices, hospitals, classrooms and job sites. Preventing it is both a legal duty and a foundation for a healthy workplace culture.
What is gender-based violence?
GBV is violence committed against someone because of their gender, gender expression, gender identity or perceived gender. It is rooted in gender inequality and unequal power, and it is a violation of human rights.
GBV is not limited to physical violence. It can include:
- Physical violence, such as hitting, pushing, choking or other physical harm
- Sexual violence, including sexual assault, sexual harassment and unwanted sexual comments or touching
- Emotional or psychological abuse, such as threats, humiliation, intimidation, or deadnaming or denying someone’s gender identity
- Economic or financial abuse, such as controlling someone’s money or interfering with their ability to work
- Technology-facilitated violence, such as online harassment, sharing intimate images without consent, or tracking someone’s phone or location
- Stalking, as well as neglect or discrimination based on gender
While violence affects all people, GBV disproportionately affects women and girls. Indigenous women, 2SLGBTQI+ people, women with disabilities and others facing multiple forms of discrimination are at greater risk.
The source can be anyone a worker encounters, such as a client, co-worker, supervisor, or even a stranger or domestic/intimate partner who brings violence or harassment into the workplace. Addressing unwanted behaviours early matters, because they can escalate.
Every survivor, no matter their gender identity, deserves to be believed and supported.
Recognizing the warning signs
People experiencing violence often stay silent out of fear or embarrassment, so it helps to know what to look for. Possible warning signs include:
- Changes in job performance, such as poor concentration, errors or inconsistent work quality
- Lateness, absences, or requests to leave early or change schedules
- An unusual number of calls or texts, and strong reactions to them
- Disruptive visits from a current or former partner, or questions from them about the worker’s whereabouts
- Injuries explained away as “falls” or “accidents,” or clothing that seems meant to hide them
- Isolation, anxiety, fear, or reluctance to leave work
No single sign proves that someone is experiencing violence. The goal is not to diagnose, but to notice, check in and offer support.
What Ontario employers are required to do
The OHSA sets out the roles and responsibilities of workplace parties, including developing and implementing workplace violence and harassment policies and programs. Employers are also expected to post these policies and programs, and workers should know where to take concerns. However, workplaces are encouraged to move beyond compliance toward meaningful prevention and response and offer evidence-based recommendations and practical tools to help.
Know your rights: Domestic or sexual violence leave
Support for survivors is built into Ontario law. Domestic or sexual violence leave is job-protected leave of up to 10 days and 15 weeks per calendar year when an employee, or their child, has experienced or been threatened with domestic or sexual violence. The first five days taken each calendar year are paid.
The leave can be used to:
- Seek medical attention
- Access services from a victim services organization
- Receive counselling
- Move temporarily or permanently
- Seek legal or law enforcement assistance
Employees must generally have worked for their employer for at least 13 consecutive weeks to be eligible.
How to respond and support survivors
If you notice warning signs, or someone tells you they are experiencing violence, how you respond matters. A supportive response can be simple:
- Talk privately and express concern for the person’s safety.
- Listen and believe them
- Respect their choices
- Protect their confidentiality
- Refer them to supports, such as your employee assistance program, community helplines and domestic or sexual violence leave.
Employers have a role beyond that first conversation. Under the OHSA, an employer who is aware, or ought reasonably to be aware, that domestic violence may expose a worker to physical injury in the workplace must take every reasonable precaution to protect that worker. Employers are encouraged to use the measures and procedures in their existing workplace violence program to develop those precautions.
In practice, support might include an individual safety plan, flexible hours or a change in work location, screening calls and visitors, an escort to and from the building, and time off through domestic or sexual violence leave. Work with the survivor to decide what will help and revisit the plan as their situation changes.
New PSHSA tools on gender-based violence
Knowing the law is one thing. Putting it into practice is another. PSHSA has developed free GBV resources to help Ontario workplaces prevent, recognize and respond, available through genderbasedviolence.ca. Its Employer Gender-based Violence Toolkit includes:
- GBV Learning Hub: Guided learning for workers and supervisors
- Supervisor Playbook: Practical guidance for preventing and responding
- Identifying GBV at Work – Resource Pack: Identify warning signs and indicators
- Reporting GBV at Work – Resource Pack: Support safe reporting practices and next steps
- Technology Safety – Resource Pack: Address technology-facilitated harm and safety risks
- Intersectionality and Risk: Understand how risk differs across workers
- Financial Safety and Support – Resource Pack: Understand leave and workplace supports
Together, these tools help employers communicate clearly, respond with care and make sure employees know their options.
Where to start
- Review your violence and harassment policies
- Make sure employees know how to report
- Make sure employees know what leave is available
- Equip supervisors with the knowledge in how to appropriately respond to disclosures with empathy and confidentiality
Download the toolkit, adapt it to your workplace, and start the conversation. A safer workplace begins when people know they will be believed and supported.
Where to get help
If you or someone you know is in immediate danger, call 911.
For free, confidential support, these Ontario services are available 24/7. Unless noted, they are open to people of all genders:
- 211 Ontario – Call or text 211
- Assaulted Women’s Helpline – 1 866 863 0511 (24/7); text SAFE to 7233
- Fem’aide – Call or text 1 877 336 2433
- iHEAL – Online and app-based support
Gender-based violence can affect any workplace, whether or not it is visible. Employers, supervisors and co-workers all have a part to play: knowing the signs, responding with care, and making sure people know where to turn. Small steps, such as a check-in conversation, a policy review or sharing a help line, can make a real difference for someone who is struggling. Together, we can build workplaces where everyone is safe, respected and free from violence.
