New workplace harassment and violence prevention regulations for Defence Team public servants (Bill C-65 (42-1))
If you believe that your life / physical safety, or that of someone you know, is at immediate risk, please contact the Military Police if you are on a base, wing, or in a DND building. If not on DND property, call 911.
Here you will find information regarding the latest regulations on workplace harassment and violence prevention within the Department of National Defence (DND), Canadian Armed Forces (CAF) and the rest of the federal public service.
To strengthen the policies that keep our employees safe, the Workplace Harassment and Violence Prevention Regulations (WHVPR), under the Canada Labour Code, have been amended and came into effect on Jan. 1, 2021. The changes expand the existing Prevention of Violence framework. Known as Bill C-65 (42-1) - CLC part II, it strengthens provisions in the Canada Labour Code by putting in place one comprehensive approach that takes all forms of harassment and violence into consideration .It is important to note that the new regulations took effect as of January 1, 2021.
They apply to all DND Public Service employees and Canadian Armed Forces members (CAF members) involved in an occurrence with a DND employee, or any person granted access to the workplace. The VCDS has been tasked with addressing the potential changes to the CAF policies and programs. For now, DAOD 5012-0 Harassment Prevention and Resolution, and the Harassment Prevention and Resolution Instructions - PDF version (accessible only on the National Defence network), will continue to apply when occurrence only involves CAF members.
A working group will be stood up to conduct a holistic review of the CAF harassment and violence framework in order to modernize and align where possible with the Canada Labour Code. The working group will also be tasked with looking at opportunities to streamline and align existing interrelated mechanisms and programs.
Existing programs, preventative measures, and support will remain in place to keep our Defence Team workplace free from physical and psychological harm.
Harassment and violence in the workplace, in any form, will not be tolerated. With that in mind, the Department of National Defence and the Canadian Armed Forces, along with all federal government employers, are committed to creating a workplace free of harassment and violence where all employees are treated with dignity, respect, and fairness.
On this page
- Message from the Deputy Minister (DM) and Chief of Defence Staff (CDS)
- How do I submit a harassment or violence complaint?
- Bill 65 overview
- Intake process at a glance
- Questions and answers
- The Workplace Harassment and Violence Prevention Centre of Expertise
- Other support services and resources
- Useful terms and definitions
Messages from DM and CDS
How do I submit a harassment or violence complaint
For public servants
Speak to your manager or supervisor as soon as possible or you may submit the new “Notice of Occurrence” form to initiate a complaint process (form can be downloaded, filled out, and emailed to Workplace Harassment and Violence Prevention Centre of Expertise, who will respond within 7 days). Alternatively, you may notify the Workplace Harassment and Violence Prevention Centre of Expertise verbally by calling HR Connect RH at 1-833-RHR-MDND (1-833-747-6363).
For military members
Unless you have been involved in an occurrence with a DND employee, DAOD 5012-0 Harassment Prevention and Resolution, and the Harassment Prevention and Resolution Instructions - PDF version (accessible only on the National Defence network), will continue to apply.
Bill C-65 overview
- Defence Team Workplace Harassment and Violence Prevention Interim Policy
- December 16, 2021 - New Regulations on Prevention of Harassment and Violence in the Workplace for Defence Team Public Service Employees - Explained
- Bill C-65(42-1) on parl.ca
- June 24, 2020 - Federal government announcement by ESDC
Process at a glance
Questions and answers
Question and answers (coming soon)
The Workplace Harassment and Violence Centre of Expertise
The heart of the support services that are available within the Department is the new Workplace Harassment and Violence Prevention Centre of Expertise within HR-Civ’s Director General Workplace Management (DGWM). This new office provides guidance to supervisors and employees, develop training, and focus on prevention initiatives.
Do you have any questions regarding the new regulations, internal policies, procedures, support, or prevention that are not answered by the “Questions and Answers” page? Contact the Workplace Harassment and Violence Prevention Centre of Expertise via email at DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca or call HR Connect RH at 1-833-RHR-MDND (1-833-747-6363).
Other support services and resources:
- Health Canada - Employee Assistance Services (EAS) (link to: ) provides short-term professional counselling services to employees and their family members. This service is available 24/7, 365 days a year, by calling 1-800-268-7708 or 1-800-567-5803 (TTY).
- EAP Peer Advisors (PAs) provide confidential active-listening skills and resources to employees in need. Employees and managers can call HR Connect at 1-833-747-6363 to be connected with a readily available colleague within 24 hours.
- Both the Employee Assistance Program and Mental Health and Well-being Corporate Offices support the health and well-being of employees and provide access to tools, resources and services to assist organizations in building a safe, supportive and respectful work environment. You can contact them via email at the following addresses:
- Employee Assistance Program Office: HRC.EAP-PAE@forces.gc.ca.
- Mental Health and Well-being Office: MentalHealthandWell-being-Santementaleetmieuxfirstname.lastname@example.org.
- The web-based service LifeSpeak offers free confidential access to hundreds of short videos by experts on everyday issues.
- The Office of Disability Management (accessible only on the National Defence network) was created to be an impartial, collaborative and inclusive group that supports employees and supervisors/managers dealing with disability-related matter due to illness, impairment and injury.
Useful terms and definitions
- Act - Part II of the Canada Labour Code.
- Designated Recipient - a work unit in a work place or person that is designated by an employer under section 14 to receive notice of a harassment or violence in the workplace occurrence.
- Occurrence - an occurrence of harassment and violence in the workplace.
- Principal Party - an employee or employer who is the object of an occurrence.
- Responding Party - the person who is alleged to have been responsible for the occurrence.
- Witness - a person who witnessed an occurrence or is informed of an occurrence by the principal party or responding party.
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