Funding WHVPF: The Workplace Harassment and Violence Prevention Fund – Call for Concepts

Application period

• Call for Proposals under the Workplace Harassment and Violence Prevention Fund (WHVPF) will be accepting applications from January 5, 2026, to February 13, 2026, at 3:00 p.m. ET - Impact Canada Open for application

Description of the funding

The Workplace Harassment and Violence Prevention Fund (WHVPF) is a grants and contributions program. WHVPF will invest in projects that will create safer workplaces for federally regulated employees. Through this funding, partner organizations will receive funding to co-develop sector-specific tools and resources that address these workplace issues. Approaches could include behavioural changes, education and guidance, to ensure the physical and psychological health and safety of employees.

This WHVPF 2026 Call is a competitive proposals process for the funding application.

Funding of up to a total of $3 million per year is available to distribute to eligible organizations. Eligible organizations can apply for up to $500,000 per year. Eligible projects must be completed within 36 months of the project’s start date. The maximum total funding that can be provided for a project is $1.5 million.

Objectives

• Develop sector-specific tools and resources related to harassment and violence prevention that will support behavioural changes in the workplace
• Provide guidance to workers regarding new harassment and violence regulations

Eligibility

Eligibility criteria can be found through Impact Canada.

Contact us

If you have questions or need help with this application process, contact us by email: EDSC.DGOP.FPHVMT-WHVPF.POB.ESDC@servicecanada.gc.ca

Glossary

Harassment and violence

Any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.

Work place

Defined as any place where an employee is engaged in work for the employee’s employer. This includes locations where work is being performed outdoors and on third-party premises.

The work place controlled by the employer is not necessarily a building, structure or surrounding property; it is any place owned or controlled by the employer where an employee is engaged in work for the employer. Also, to be a work place for the purposes of the Code, the place must be associated with an employee who is, has been, or can be expected to be present in or otherwise associated with that place.

Determining when a work place is controlled by the employer and therefore subject to the Code is very important. For instance, there is a need to recognize the employer’s responsibility for contractors granted access to the work place when the place in question may be federally owned property where employees rarely, if ever, perform work.