Bill C-65 Compliance

Workplace Harassment & Violence Prevention

Prevention architecture that holds. Not checkbox compliance.

60%

of federally regulated employees surveyed reported experiencing harassment in the workplace.

Government of Canada, Public Consultation on Bill C-65

Bill C-65 amended Part II of the Canada Labour Code to create robust obligations for federally regulated employers to prevent workplace harassment and violence, investigate occurrences, and restore safe work environments.

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.

Services

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.

Our Approach

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.

Intersectional Safety

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.