Definition
A harassment complaint means that an employee reports a situation they perceive as psychological or sexual harassment in the workplace, as defined by Quebec’s Act respecting labour standards. A complaint may be formal or informal, but in either case, it triggers an obligation for the employer to take action.
Harassment is defined as vexatious behaviour in the form of repeated or serious conduct, verbal comments, actions, or gestures that affect a person’s dignity or psychological or physical integrity.
Why is this a major HR issue?
Harassment complaints are particularly sensitive because they can affect:
- The work environment
- Employees’ psychological well-being
- The employer’s legal responsibilities
- Employees’ trust in Human Resources
Ignoring a complaint or handling it poorly can have significant consequences, including a deteriorating work environment, loss of productivity, resignations, proceedings before administrative tribunals, and reputational damage.
What should an employer do when a complaint is made?
Employers have a legal obligation to:
- Act as soon as they become aware of a potential harassment situation
- Conduct a thorough, impartial, and confidential investigation
- Implement corrective measures when necessary
- Protect the individuals involved throughout the process
Since 2019, Quebec’s Act respecting labour standards has required every employer to have a workplace harassment prevention policy that is known and accessible to employees.
How can an HR consultant help?
An external HR consultant can play a key role in managing harassment complaints by:
- Conducting a neutral and structured investigation as an independent investigator
- Advising the organization on its legal obligations and best practices
- Supporting HR in planning internal communications
- Recommending measures to help prevent future incidents
- Supporting updates to the organization’s harassment prevention policy
Working with an external professional can help ensure neutrality, credibility, and confidentiality throughout the process. It also helps ensure fair treatment for everyone involved.
In Summary
A harassment complaint means that an employee has reported conduct they perceive as unacceptable in the workplace, requiring the employer to respond diligently and appropriately. Both the psychological safety of employees and the organization’s legal compliance are at stake. An external HR consultant can provide objective support, conduct a professional investigation, and recommend preventive and corrective measures suited to the situation.
