Law 42 – Workplace Harassment & Violence in Quebec

Law 42, adopted on March 27, 2024, strengthens the Labour Code by requiring employers to maintain a harassment-free workplace. It broadens the definition to explicitly include sexual violence and increases CNESST powers for investigations, orders, and sanctions.

All Quebec organizations are covered: private sector, public sector, non-profits, SMEs, cooperatives, large organizations, contractors, staffing agencies, and external consultants. No employer is exempt from these obligations.

Law 42 covers psychological harassment (repeated words, actions, or behaviours that undermine dignity), sexual harassment (unwanted behaviours of a sexual nature), physical violence, and domestic or family violence that manifests in the workplace.

Employers must: adopt an updated policy including sexual violence, implement an impartial complaint process, provide mandatory annual training for all staff, post and distribute the policy to every new hire, maintain an incident register for at least 5 years, and clearly define manager and staff responsibilities.

Fines range from $2,000 to $50,000, doubled for repeat offences. CNESST can issue corrective orders with strict deadlines, and civil liability may result in damages if the employer fails in its duty to prevent harassment.

Yes, obligations extend to telework and any place where work is performed. Organizations must assess risks of violence or harassment that can occur remotely, including through electronic communications.

Yes, all organizations are fully covered regardless of size. Smaller structures must demonstrate reasonable, adapted measures. The responsibility remains: a safe, respectful environment for everyone.

Law 42 and Law 27 are complementary. Law 27 modernizes the overall OHS framework, while Law 42 focuses specifically on preventing violence and harassment. Together, they promote a workplace that is safe both physically and psychologically.

The organization must receive the report with respect and confidentiality, offer psychological support or refer to specialized resources, implement temporary safety measures, and address the situation quickly through an impartial and fair process.

Exact RH offers end-to-end support: policy drafting or updates, interactive training on harassment prevention, impartial investigations following complaints, CNESST support for orders and inspections, and building a culture of respect and safety.