Alberta Violence & Harassment Prevention Plan: Template + Training Checklist
Every Alberta employer must develop and implement a workplace violence and harassment prevention plan under OHS Code Part 27. This guide provides two complete templates—minimum compliance and enhanced—plus a training checklist, investigation documentation framework, and step-by-step employer action items aligned with monitored government sources.
Why Every Alberta Employer Needs a Violence and Harassment Prevention Plan
If you're searching for an Alberta workplace violence and harassment prevention plan template, Alberta.ca states that every employer must develop and implement a workplace violence and harassment prevention plan. The plan must include measures to eliminate or, if that is not reasonably practicable, control violence and harassment hazards; how the employer will inform workers about violence or harassment threats; how to report violence or harassment; how to investigate complaints and incidents; and ways to protect the confidentiality of work site parties involved, subject to the listed exceptions. Alberta.ca also notes that retail fuelling outlets and convenience stores have additional requirements.Important: Alberta employers should ensure their hazard assessment addresses any work-site circumstances that increase the risk of violence or harassment, including issues such as domestic violence exposure and, where relevant, working alone.
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Legal Framework: OHS Act and OHS Code Part 27
Definitions You Must Know
Alberta's Occupational Health and Safety (OHS) Act defines the two core hazards your plan must address:
- Violence — the threatened, attempted, or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, whether at a work site or work-related. This includes domestic violence and sexual violence (OHS Act; Alberta.ca, current).
- Harassment — any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying, or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker's health and safety. Reasonable management conduct is excluded (OHS Act; Alberta.ca, current).
Domestic and Sexual Violence as Workplace Hazards
Domestic violence becomes a workplace hazard when it occurs at or spills over into the workplace. When an employer is aware that a worker is (or is likely to be) exposed to domestic violence at work, the employer must take reasonable precautions to protect the worker and other people at the work site (Alberta.ca, current).
Sexual violence includes any sexual act or attempt to obtain a sexual act by any person, regardless of their relationship to the victim, whether at the work site or work-related (Alberta.ca, current).
Mandatory Plan Elements Under Part 27
The OHS Code Part 27 requires that every prevention plan include:
- Measures to eliminate or (if not reasonably practicable) control violence and harassment hazards
- How the employer will inform workers about violence or harassment threats
- How to report violence or harassment
- How to investigate complaints and incidents
- Ways to protect the confidentiality of work site parties involved in a complaint or incident, except where disclosure is required by law or necessary to investigate, take corrective action, inform involved parties about results, or inform workers about a specific or general threat of violence or potential violence
(OHS Code, Part 27; Alberta.ca, current)
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Duties of Employers, Supervisors, and Workers
The OHS Act assigns distinct obligations to each work site party. Your prevention plan must clearly communicate these duties.
- Employers must, as far as reasonably practicable, ensure that none of their workers are subjected to or participate in harassment or violence at the work site (OHS Act, General duties; Alberta.ca, current).
- Supervisors must, as far as reasonably practicable, ensure that none of the workers under their supervision are subjected to or participate in harassment or violence at the work site (OHS Act, General duties; Alberta.ca, current).
- Workers must refrain from causing or participating in harassment or violence (OHS Act, General duties; Alberta.ca, current).
These duties are not optional add-ons—they are statutory obligations enforceable by Alberta OHS officers who can take a variety of enforcement actions if a work site is found to be unhealthy or unsafe.
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Hazard Assessment: The Foundation of Your Prevention Plan
Violence and harassment are workplace hazards and must be addressed during a hazard assessment (OHS Act; Alberta.ca, current). The hazard assessment and control process is a documented approach for preventing work-related illness or injury. It identifies situations that could put workers at risk for violence or harassment in the workplace.
Who Must Be Involved
Hazard assessments must involve (Alberta.ca, current):
- The joint health and safety committee, if one exists
- The health and safety representative, if one exists
- Affected workers, if there is no committee or representative
Practical Steps for a Violence and Harassment Hazard Assessment
- Identify hazards — Review past incidents, near-misses, worker complaints, industry data, and work site characteristics (e.g., late-night shifts, cash handling, isolated work, client-facing roles).
- Assess risk — Evaluate the likelihood and severity of each identified hazard.
- Determine controls — Apply the hierarchy of controls: eliminate the hazard first; if not reasonably practicable, implement engineering controls, administrative controls, and personal protective measures.
- Document — Record findings, controls selected, and the date of assessment.
- Communicate — Share results with workers and the health and safety committee or representative.
Important: Alberta employers should ensure their hazard assessment addresses any work-site circumstances that increase the risk of violence or harassment, including issues such as domestic violence exposure and, where relevant, working alone.
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Template 1: Minimum-Compliance Alberta Violence and Harassment Prevention Plan
This template covers every mandatory element required by OHS Code Part 27. Customize the bracketed sections for your organization.
1. Purpose and Scope
[Organization Name] is committed to providing a work environment free from violence and harassment. This plan applies to all workers, supervisors, contractors, and visitors at all [Organization Name] work sites.
2. Definitions
- Violence: The threatened, attempted, or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, including domestic and sexual violence, whether at a work site or work-related.
- Harassment: Any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying, or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker's health and safety. Reasonable management conduct is excluded.
3. Hazard Identification and Control Measures
[Organization Name] will conduct hazard assessments that address violence and harassment, involving the joint health and safety committee, health and safety representative, or affected workers. Identified hazards will be eliminated or, where not reasonably practicable, controlled through engineering, administrative, or procedural measures.
[Insert site-specific controls, e.g., security cameras, buddy systems, access controls, scheduling adjustments.]
4. Communication of Threats
When [Organization Name] becomes aware of a specific or general threat of violence or potential violence, affected workers will be informed promptly through [specify method: direct communication, email, posted notice, team meeting].
5. Reporting Procedures
Workers who experience or witness violence or harassment must report the incident to [designated contact/title] using [reporting method: verbal report, written form, online system]. If the report involves the designated contact, the worker may report to [alternate contact/title].
6. Investigation Procedures
All reports of violence or harassment will be investigated. The investigation will:
- Be conducted promptly and impartially
- Include interviews with the complainant, respondent, and witnesses
- Result in a written investigation report outlining the circumstances of the incident and any corrective action taken to prevent a recurrence
Investigation reports will be retained for at least 2 years after the incident, kept readily available, and provided to Alberta OHS on request (OHS Code, Part 27; Alberta.ca, current).
7. Confidentiality
[Organization Name] will protect the confidentiality of all parties involved in a complaint or incident, except where disclosure is required by law or necessary to:
- Investigate the complaint or incident
- Take corrective action
- Inform involved parties about investigation results or corrective action
- Inform workers about a specific or general threat of violence or potential violence
8. Worker Support
A worker who reports an injury or adverse symptom resulting from an incident of violence or harassment will be:
- Advised to consult a health professional of their choice for treatment or referral
- Considered to be at work when treated by a physician (or further to a physician's referral) during regular work hours in relation to the incident
[If applicable: Workers may also access the Employee Assistance Program (EAP) at (contact details).]
9. Duties
- Employer: Ensure, as far as reasonably practicable, that no worker is subjected to or participates in harassment or violence.
- Supervisors: Ensure, as far as reasonably practicable, that no worker under their supervision is subjected to or participates in harassment or violence.
- Workers: Refrain from causing or participating in harassment or violence.
10. Plan Review
This plan will be reviewed when:
- An incident indicates a review is needed
- A change in the work or work site could affect the potential for violence or harassment
- The health and safety committee or representative requests a review
- There has not been a review in 3 years
The plan will be revised as needed following any required review (OHS Code, Part 27; Alberta.ca, current).
Approved by: ____________ Date: ____________ Next review date: ____________
Note: Alberta employers should ensure their hazard assessment addresses any work-site circumstances that increase the risk of violence or harassment, including issues such as domestic violence exposure and, where relevant, working alone.
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Template 2: Enhanced Alberta Workplace Violence and Harassment Prevention Plan
This enhanced template builds on every mandatory element and adds best-practice components for organizations seeking a more robust framework.
All Sections from Template 1, Plus:
A. Policy Statement and Leadership Commitment
[Senior leader name/title] affirms that [Organization Name] has zero tolerance for violence and harassment. This commitment extends to all workers, contractors, clients, visitors, and any person present at our work sites. Leadership will allocate resources for prevention, training, and support.
B. Risk Factor Analysis (Expanded Hazard Assessment)
In addition to the standard hazard assessment, [Organization Name] will evaluate the following risk factors annually:
- Working alone or in isolation
- Handling cash or valuables
- Working with volatile or unpredictable individuals
- Late-night or early-morning shifts
- Mobile or remote work locations
- History of prior incidents at the work site
- Domestic violence safety planning for affected workers
C. Emergency Response Procedures
- Immediate danger: Call 911. Evacuate or shelter in place per the site emergency plan.
- Threat without immediate danger: Contact [designated security/management contact]. Document the threat. Secure the area if possible.
- Post-incident: Ensure medical attention for any injured person. Preserve evidence. Notify [designated contact] to initiate the investigation process.
Certain serious incidents must be reported to Alberta OHS. Refer to Alberta's requirements for reporting serious injuries, illnesses, or incidents.
D. Domestic Violence Safety Planning
When an employer is aware that a worker is (or is likely to be) exposed to domestic violence at work, the employer must take reasonable precautions to protect the worker and other people at the work site (Alberta.ca, current). Measures may include:
- Screening calls or visitors
- Relocating the worker's workstation
- Adjusting schedules or parking arrangements
- Providing information about community resources
E. Detailed Investigation Protocol
- Receipt of complaint: Acknowledge within [24–48 hours]. Assign an impartial investigator.
- Interim measures: Assess whether separation of parties, schedule changes, or other interim measures are needed to protect all parties.
- Investigation steps: Interview complainant, respondent, and witnesses separately. Collect documentary and physical evidence. Maintain detailed notes.
- Findings and report: Prepare a written report outlining the circumstances of the incident and any corrective action taken to prevent a recurrence. Retain for at least 2 years (OHS Code, Part 27; Alberta.ca, current).
- Communication of outcome: Inform the complainant and respondent of the findings and any corrective action, while protecting confidentiality to the extent possible.
- Follow-up: Monitor the work environment for retaliation. Schedule a follow-up check-in with the complainant within [30 days].
F. Record-Keeping and Documentation
- Investigation reports: retained for at least 2 years after the incident, kept readily available, and provided to Alberta OHS on request
- Hazard assessments: retained and updated per OHS requirements
- Training records: retained for each worker, including date, content, and trainer
- Plan review records: documented with date, participants, and changes made
G. Annual Metrics and Continuous Improvement
Management will review the following metrics annually:
- Number and type of reported incidents
- Average investigation completion time
- Training completion rates
- Worker satisfaction survey results related to workplace safety
- Corrective actions implemented and their effectiveness
Approved by: ____________ Date: ____________ Next review date: ____________
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Alberta Violence and Harassment Worker Training Checklist
Under OHS Code Part 27, employers must instruct workers on four mandatory topics (Alberta.ca, current). Use this checklist to document training delivery and completion.
Mandatory Training Topics
- ☐ How to recognize violence or harassment — Definitions of violence (including domestic and sexual violence) and harassment under the OHS Act. Examples of physical, verbal, psychological, and online behaviours. Distinction between harassment and reasonable management conduct.
- ☐ The employer's violence and harassment prevention plan, and any revisions — Walk through every section of the plan. Explain site-specific controls. Highlight any recent revisions.
- ☐ Appropriate responses, including how to get help — Emergency procedures (call 911 for immediate danger). De-escalation techniques. How to safely remove oneself from a threatening situation. Who to contact internally.
- ☐ How to report, investigate, and document complaints or incidents — Step-by-step reporting process. Who receives reports. What happens after a report is filed. Confidentiality protections and their limits. Worker support available post-incident.
Recommended Additional Training Topics (Enhanced)
- ☐ Bystander intervention strategies
- ☐ Domestic violence awareness and safety planning in the workplace
- ☐ Cultural competency and unconscious bias
- ☐ Supervisor-specific training on receiving reports and interim measures
- ☐ Investigator training for designated personnel
- ☐ Trauma-informed response techniques
- ☐ Online and remote-work harassment scenarios
Training Frequency
The OHS Code requires training on the prevention plan and any revisions. As a best practice aligned with the mandatory review triggers, deliver training:
- At hire — during orientation, before the worker begins duties
- When the plan is revised — following any review that results in changes
- After a significant incident — when an incident indicates the plan needed review and was updated
- At minimum every 3 years — aligned with the maximum review cycle under OHS Code Part 27
- When work or work site changes — if changes could affect the potential for violence or harassment
Training Documentation Template
For each training session, record:
- Date of training
- Trainer name and qualifications
- Topics covered (reference checklist items above)
- Training method (in-person, online, blended)
- Duration
- Attendee names and signatures
- Next scheduled training date
Need ready-to-deliver workplace violence and harassment training?
Our sister platform, TrainGuard Academy, offers online training courses designed for Canadian workplaces — including violence and harassment prevention, hazard assessment, and OHS compliance. Equip your team with training that meets Alberta's OHS Code Part 27 requirements.
Note: Alberta employers should ensure their hazard assessment addresses any work-site circumstances that increase the risk of violence or harassment, including issues such as domestic violence exposure and, where relevant, working alone.
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Investigation Documentation Framework
OHS Code Part 27 requires employers to investigate any incident of harassment or violence and prepare an investigation report outlining the circumstances of the incident and any corrective action taken to prevent a recurrence. Reports must be retained for at least 2 years after the incident, kept readily available, and provided to Alberta OHS on request (Alberta.ca, current).
Investigation Report Template Outline
- Incident Information
- Date, time, and location of incident
- Type of incident (violence, harassment, or both)
- Names and roles of complainant, respondent, and witnesses
- Description of Incident
- Detailed account of what occurred, based on all evidence gathered
- Investigation Process
- Date investigation commenced
- Investigator name and role
- Interviews conducted (dates, participants)
- Documents and evidence reviewed
- Findings
- Summary of evidence
- Determination of whether violence or harassment occurred
- Corrective Action
- Specific measures taken to prevent recurrence
- Timeline for implementation
- Person responsible for each action
- Communication
- How findings and corrective actions were communicated to involved parties
- Confidentiality measures applied
- Follow-Up
- Scheduled follow-up date
- Monitoring plan for retaliation or recurrence
- Report Retention
- Stored at: [location]
- Retention period: minimum 2 years from date of incident
- Available to Alberta OHS on request
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Employer Compliance Checklist: Alberta Violence and Harassment Prevention
Use this checklist to verify your organization meets all requirements under the OHS Act and OHS Code Part 27.
Hazard Assessment
- ☐ Violence and harassment are included in the work site hazard assessment
- ☐ The joint health and safety committee, health and safety representative, or affected workers were involved in the assessment
- ☐ Hazard assessment is documented and current
Prevention Plan
- ☐ A written violence and harassment prevention plan exists
- ☐ The plan includes measures to eliminate or control violence and harassment hazards
- ☐ The plan describes how workers will be informed about threats
- ☐ The plan includes reporting procedures
- ☐ The plan includes investigation procedures
- ☐ The plan includes confidentiality protections (with legally required exceptions)
- ☐ The health and safety committee, representative, or affected workers were consulted during plan development
Plan Review
- ☐ The plan is reviewed after any incident that indicates a review is needed
- ☐ The plan is reviewed when work or work site changes could affect violence/harassment potential
- ☐ The plan is reviewed when the health and safety committee or representative requests it
- ☐ The plan has been reviewed within the last 3 years
- ☐ The plan is revised as needed following each review
Worker Training
- ☐ Workers are trained on how to recognize violence or harassment
- ☐ Workers are trained on the prevention plan and any revisions
- ☐ Workers are trained on appropriate responses, including how to get help
- ☐ Workers are trained on how to report, investigate, and document complaints or incidents
- ☐ Training records are maintained for each worker
Investigation and Reporting
- ☐ All incidents of violence or harassment are investigated
- ☐ A written investigation report is prepared for each incident
- ☐ Reports outline the circumstances and corrective action taken
- ☐ Reports are retained for at least 2 years after the incident
- ☐ Reports are kept readily available and can be provided to Alberta OHS on request
- ☐ Serious incidents are reported to Alberta OHS as required
Worker Support
- ☐ Affected workers are advised to consult a health professional of their choice
- ☐ Workers are considered at work when treated by a physician during regular hours for the incident
- ☐ Employee assistance program information is available (if applicable)
Domestic Violence
- ☐ Reasonable precautions are taken when the employer is aware a worker is or may be exposed to domestic violence at work
Special Requirements
- ☐ If operating a retail fuelling outlet or convenience store, additional Part 27 requirements are met
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Privacy Considerations for Alberta Employers
Alberta employers are subject to the Personal Information Protection Act (PIPA) when collecting, using, and disclosing personal information during violence and harassment investigations. Key considerations include:
- Collect only the personal information reasonably necessary for the investigation.
- Limit disclosure to those who need to know—aligned with the confidentiality provisions in OHS Code Part 27.
- Store investigation records securely and restrict access.
- Inform individuals about the purpose of collection at or before the time of collection, unless doing so would compromise the investigation.
Consult a qualified professional if you are uncertain about how PIPA applies to a specific investigation scenario.
Common Mistakes Alberta Employers Make
- No written plan at all. A verbal commitment is not sufficient. OHS Code Part 27 requires a developed and implemented plan.
- Failing to involve workers. Employers must consult with the health and safety committee, representative, or affected workers when developing, implementing, or reviewing the plan.
- Treating the plan as static. The plan must be reviewed after incidents, work site changes, committee requests, or at minimum every 3 years—and revised as needed.
- Incomplete training. All four mandatory training topics must be covered. Skipping even one creates a gap.
- Not retaining investigation reports. Reports must be kept for at least 2 years and be readily available for Alberta OHS.
- Ignoring domestic violence. When an employer is aware of domestic violence exposure at work, reasonable precautions are mandatory—not optional.
- Over-disclosing during investigations. Confidentiality must be maintained except where specific legal exceptions apply.
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Frequently Asked Questions
Does this apply to small employers with only a few workers?
Yes. Every Alberta employer must develop and implement a workplace violence and harassment prevention plan under OHS Code Part 27, regardless of the number of workers.
How often must the plan be reviewed?
The plan must be reviewed when an incident indicates a review is needed, when work or work site changes could affect violence/harassment potential, when the health and safety committee or representative requests a review, or when there has not been a review in 3 years (OHS Code, Part 27; Alberta.ca, current).
How long must investigation reports be kept?
At least 2 years after the incident. Reports must be kept readily available and provided to Alberta OHS on request (OHS Code, Part 27; Alberta.ca, current).
What if the harassment complaint involves a supervisor?
Your plan should include an alternate reporting channel so workers can bypass the person named in the complaint. Both templates above include this provision.
Are there additional requirements for gas stations and convenience stores?
Yes. Employers with retail fuelling outlets or convenience stores must meet additional requirements under OHS Code Part 27 when developing and implementing their prevention plans (Alberta.ca, current).
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Next Steps: Build Your Prevention Plan Today
A well-crafted Alberta workplace violence and harassment prevention plan is not just a regulatory requirement—it is a foundational element of a safe and productive workplace. Use the templates, checklists, and documentation frameworks in this guide to build or strengthen your plan.
For a complete, customizable policy library that includes violence and harassment prevention plans, hazard assessment templates, investigation forms, and training documentation—all aligned with monitored government sources—explore Canada Policy Manual. You can also download free policy templates to get started immediately. For online workplace training courses — including violence and harassment prevention — visit TrainGuard Academy.
Alberta OHS Contact Information:
- Phone: 780-415-8690 (Edmonton)
- Toll free: 1-866-415-8690
This article is aligned with monitored government sources and is provided for informational purposes. It does not constitute legal advice. Consult a qualified professional for advice specific to your situation.
Note: Alberta employers should ensure their hazard assessment addresses any work-site circumstances that increase the risk of violence or harassment, including issues such as domestic violence exposure and, where relevant, working alone.
Key Takeaways
- Every Alberta employer must develop and implement a written violence and harassment prevention plan under OHS Code Part 27—no exceptions based on employer size. Alberta eliminated the former 20-employee threshold; now all employers, regardless of size, must have a comprehensive violence and harassment prevention plan.
- The plan must include five mandatory elements: hazard control measures, threat communication procedures, reporting procedures, investigation procedures, and confidentiality protections.
- Employers must consult with the joint health and safety committee, health and safety representative, or affected workers when developing, implementing, or reviewing the plan.
- Worker training must cover four topics: recognizing violence/harassment, the prevention plan, appropriate responses, and reporting/investigation/documentation procedures.
- Investigation reports must be retained for at least 2 years after the incident, kept readily available, and provided to Alberta OHS on request.
- The plan must be reviewed after incidents, work site changes, committee requests, or at minimum every 3 years—and revised as needed.
- When an employer is aware a worker is or may be exposed to domestic violence at work, reasonable precautions to protect the worker and others are mandatory.