Alberta’s new Occupational Health and Safety Code came into full effect on March 31, 2025. The changes reshape how employers across the province must prevent and address workplace violence and harassment.
The biggest change? A single, consolidated Violence and Harassment Prevention Plan now replaces what used to be two separate policies. This shift is designed to reduce duplication, increase clarity, and set a stronger standard for safety across the board.
At Daeco HR, we see this moment as more than just a legal update. For HR leaders focused on culture, these amendments present an opportunity to embed psychological safety into everyday operations and show your team that respect and accountability matter.
We’re grateful to partner with the legal experts at Cashion Legal on this topic. Their breakdown of the legal shifts paired with our people-first approach ensures Alberta employers are supported from both a compliance and culture lens.
What the Law Now Requires
Instead of maintaining separate violence and harassment plans, employers are now required to implement a single consolidated prevention plan. This plan must include:
- Hazard control measures,
- Communication protocols for informing workers of risks,
- Reporting and investigation procedures, and
- Confidentiality safeguards.
Employers must now review and update the plan:
- After certain incidents,
- When workplace changes affect risk,
- Upon request by a safety representative, or
- At least once every three years.
Training is required whenever the plan is revised.
The updated rules remove the need to share investigation reports with the OHS Director, committee, or workers, but employers must:
- Investigate incidents thoroughly,
- Document the circumstances and corrective actions, and
- Keep the report accessible for OHS officers.
These changes reduce duplication, promote proactive risk management, and emphasize ongoing communication and procedural clarity.
Ignoring these duties can trigger stop-work orders, administrative penalties, or prosecution under the OHS Act.
Turning Legal Duties into Culture Builders
Legal risk is only part of the story; unresolved harassment erodes engagement, increases turnover, and undermines employer brand. Here’s how you can use this legislative change to improve your workplace culture:
- Psychological-Safety Audits. Pair the hazard assessment mandated by the Code with anonymous culture surveys to surface “silent” bullying behaviours (e.g., gossip, exclusion).
- Human-Centred Reporting. Offer multiple, trauma-informed channels, including anonymous web forms, hotline numbers, trusted-person pathways, so employees feel safe to speak up.
- Bystander Empowerment. Go beyond compliance training; run scenario-based workshops that teach peers to intervene early.
- Leadership Modelling. Require executives to open every town hall with a “respect moment”, sharing a concrete example of how harassment was addressed promptly and fairly.
- Timely, Transparent Investigations. Use impartial investigators, communicate milestones to complainant and respondent, and share outcome summaries that respect privacy yet reinforce accountability.
Practical Steps for HR Teams
- Gap Analysis. Benchmark existing policies against the 2025 Code checklist; prioritize high-risk worksites such as client-facing retail or lone-worker settings.
- Update & Cascade. Update the policy, secure leadership sign-off, then train managers first- they are your frontline explainers.
- Embed it into Onboarding. New-hire orientation should showcase real-world examples of the policy in action, not just present a PDF. Walk new hires through what respectful conduct looks like.
- Measure What Matters. Track complaint resolution times, repeat-offender data, and engagement-survey trust scores. Use the data to evolve your strategy year over year.
Bottom Line
The 2025 OHS amendments simplify the structure of workplace safety plans, but they also raise the bar for cultural leadership. Organizations that approach this proactively can build not just safer workplaces, but stronger ones.
At Daeco HR, we help organizations across Alberta transition from a reactive to an intentional approach. Our team specializes in aligning your HR systems with your culture, so that compliance supports connection and your team feels empowered, not just protected.
When you need legal clarity, we encourage you to connect with Cashion Legal. Their team offers practical, informed advice to help employers understand and apply the law with confidence.
Need support transforming your workplace culture?
Contact Daeco HR for strategic, hands-on help from consultants who lead with people and purpose.
Need legal advice?
Visit Cashion Legal for trusted support in navigating Alberta’s employment law landscape.