Workplace Harassment & Violence Prevention
Prevention architecture that holds. Not checkbox compliance.
of federally regulated employees surveyed reported experiencing harassment in the workplace.
Government of Canada, Public Consultation on Bill C-65Workplace harassment and violence prevention is both a legal obligation and a human one. Whether you are navigating Bill C-65 in Canada or OSHA and Title VII obligations in the United States, the requirement is the same: organizations must prevent harassment and violence, respond when it occurs, and restore safety when it breaks down. UPL works with employers on both sides of the border to build frameworks that meet their specific legal obligations and go beyond them.
Compliance is not optional. And compliance without a coherent prevention architecture is a liability, not a protection. UPL works with federally regulated employers to build Bill C-65-compliant frameworks that go beyond procedural checkbox compliance to create genuinely safe workplaces.
What We Deliver
End-to-end framework design aligned with the Canada Labour Code Part II and the Work Place Harassment and Violence Prevention Regulations. Includes policy development, risk assessment architecture, designated recipient protocols, and reporting structures.
Comprehensive prevention programming that addresses the full continuum of behaviours defined under the Regulations, from microaggressions through physical violence. Designed for your workforce composition, sector, and risk profile.
Preparing designated recipients and employer representatives to receive, assess, and manage notices of occurrence with legal precision, procedural fairness, and human sensitivity.
Independent, legally defensible investigations conducted by qualified practitioners. Reports that withstand regulatory scrutiny and judicial review, with recommendations focused on systemic root causes.
Collaborative development of prevention plans with joint workplace health and safety committees. Risk factor identification, preventative measure design, and compliance documentation.
Evidence-based bystander capacity building that equips employees at all levels to recognize, interrupt, and report workplace harassment and violence safely and effectively.
Negotiated resolution, conciliation, and early resolution pathways. Chartered Mediators and Qualified Arbitrators (ADR Institute) in our ecosystem ensure procedurally sound and dignity-preserving outcomes.
Organizational recovery programming that addresses the cultural damage harassment incidents create. Rebuilding trust, restoring team function, and embedding preventative norms into daily operations.
Justice, efficiency, and engagement analysis conducted by a Workplace Fairness Analyst (WFA) with labour law expertise. Measuring whether your workplace is fair, not just compliant.
GBV prevention programming that accounts for the intersectional realities of workers facing multiple marginalized identities. Culturally grounded, evidence-based, and designed for the complexity of real workplaces.
Workplace Fairness
Workplace fairness is not the absence of conflict. It is a measurable organizational condition — one that can be assessed, designed toward, and verified.
UPL's ecosystem includes a Workplace Fairness Analyst (WFA) and labour law expertise to bring both analytical rigour and practical resolution tools to every engagement.
Indigenous & Intersectional Safety
Harassment and violence prevention must account for the intersectional realities of the workforce. Indigenous workers, racialized workers, and workers facing multiple marginalized identities experience workplace harm differently and require tailored prevention and response approaches.
UPL's programs integrate cultural safety assessment, Indigenous-specific support pathways, and intersectional diagnostic methodology as a baseline — not an add-on.
All WHVP programming is available in English and French.
Jurisdiction Coverage
Built for both sides
of the border.
For Canadian federally
regulated employers
UPL is a Bill C-65 compliance specialist. Our independent experts have worked inside federally regulated environments and know what compliance actually requires at the operational level.
All credentials are verified and attributable. Full practitioner details available on request.
For US employers
and multi-national organizations
UPL delivers harassment and violence prevention programming aligned with OSHA, Title VII, and applicable state and local requirements. Contact us to discuss your specific jurisdiction and workforce context.
Whether you are navigating Bill C-65 in Canada or OSHA and Title VII in the United States, the requirement is the same: organizations must prevent harassment and violence, respond when it occurs, and restore safety when it breaks down.
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