In 2026, Ontario employers face not only ethical expectations but also legal obligations to ensure that workplaces are safe, respectful, and free from harassment. Harassment training is a key component of compliance with provincial workplace law and an essential part of building a healthy organizational culture.

Here are the top five reasons why Ontario employers must offer harassment training in 2026.

1. It’s Required Under Ontario Law

Ontario’s Occupational Health and Safety Act (OHSA) mandates that employers protect workers from workplace violence and harassment (including sexual harassment). This protection includes providing information and training on the employer’s harassment policies and programs to all employees.

Harassment training helps ensure employees understand the definitions of harassment and sexual harassment, how complaints are handled, and how investigations are conducted. These are legal requirements and best practices under the OHSA and the Ontario Human Rights Act.

Failing to provide this training can put employers at risk of enforcement actions by the Ontario Ministry of Labour.

2. Training Protects Health and Safety

Workplace harassment can lead to significant psychological, emotional, and physical harm. Unaddressed harassment can escalate into violence, bullying, or serious conflict that harms employees’ well-being and productivity.

Harassment training equips workers to recognize unacceptable behaviour early, understand how to respond safely, and report incidents before situations worsen. This helps reduce the risk of serious incidents and reinforces a culture of respect and safety.

3. It Strengthens Workplace Culture and Morale

A respectful workplace fosters better communication, teamwork, and morale. Harassment training demonstrates that the company values dignity and inclusion, which can help reduce conflict, absenteeism, and turnover.

Employees who feel safe and respected are more likely to be engaged and productive and less likely to leave due to unresolved interpersonal issues.

4. It Reduces Legal and Financial Risk

Harassment complaints can lead to costly investigations, human rights claims, and litigation. When a company can show that it took reasonable steps to prevent harassment — including providing harassment training — it may reduce its liability in legal proceedings.

An external trainer or eLearning vendor is recommended because a third party is impartial and free from internal conflicts of interest. eLearning also ensures consistent messaging, manager reporting, and completion tracking to demonstrate compliance.

5. It Supports Broader Compliance Objectives

Harassment training supports other legal and ethical obligations, including requirements under Ontario’s Human Rights Code, which prohibits discrimination and harassment based on protected grounds such as sex, gender identity, and sexual orientation.

Interactive and engaging eLearning — including storytelling, animation, and knowledge checks — helps employees understand these rights and responsibilities while supporting employers in meeting both occupational health and safety and human rights obligations.

Want to learn more about our interactive online harassment training course? Please contact us.

Grounded in legal expertise, Ryley Learning courses help organizations minimize legal and reputational risk through anti-harassment and unconscious bias training. Our interactive programs use relatable scenarios and high-impact visuals to drive retention, accountability, and behaviour change.