--- title: Workplace Harassment Lawyer Calgary canonical_url: https://tzlawyers.ca/workplace-harassment-lawyer last_updated: 2026-06-08T08:24:28-04:00 plugin_version: 1.2.2 --- # Workplace Harassment Lawyer Calgary Workplace Harassment — Know Your Rights and Options --------------------------------------------------- Nobody should have to endure hostility, intimidation, or degrading treatment at work. Yet workplace harassment remains a persistent problem in Alberta. Whether it takes the form of verbal abuse, threatening behaviour, or systematic exclusion, harassment in the workplace can erode your confidence, damage your health, and jeopardize your livelihood. Alberta law provides meaningful protections for workers through the *Occupational Health and Safety Act* (OHSA), the *Alberta Human Rights Act* (AHRA), and common law principles developed by the courts. Employers have a legal duty to maintain a work environment free from harassment and violence. When they fail, employees have the right to take action. If you are dealing with bullying and harassment in the workplace, understanding your rights is the first step toward reclaiming your peace of mind. A workplace harassment lawyer can assess your situation, explain the legal options available to you, and help you decide how to move forward. At TZ Law, our team is committed to protecting the rights of Alberta workers. Learn more about[ our employment and human rights practice](https://tzlawyers.ca/human-rights-lawyer/) or read on for a comprehensive overview of your legal protections.What Is Harassment in the Workplace? ------------------------------------ Under Alberta's OHSA, harassment in the workplace is defined as any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying, or action by a person that the person knows or ought reasonably to know will cause offence or humiliation to a worker, or that adversely affects the worker's health and safety. The definition is intentionally broad and covers behaviour that goes beyond what most people imagine when they hear the word "harassment." Importantly, the definition does not include reasonable conduct of an employer or supervisor in respect of the management of workers or a work site. Performance reviews, legitimate discipline, and workload assignments are not considered harassment, even if the employee finds them stressful. The Alberta Human Rights Commission adds another layer of protection. Under the AHRA, harassment connected to a protected ground such as race, gender, disability, or religion constitutes discrimination. Employers are ultimately responsible for a safe and respectful workplace, and they can be held accountable when they fail.Common Workplace Harassment Examples ------------------------------------ Workplace harassment can be overt or subtle. Recognizing its different forms is essential for employees trying to determine whether what they are experiencing crosses a legal line. Common examples include:- **Verbal abuse and threats:** Yelling, name-calling, issuing threats of termination or physical harm, or making demeaning comments about an employee's abilities. - **Intimidation and power plays:** Assigning impossible deadlines, publicly humiliating a worker, micro-managing to an unreasonable degree, or withholding information needed to perform the job. - **Social exclusion:** Purposefully leaving someone out of meetings or communications, or spreading rumours intended to damage a colleague's reputation. - **Discriminatory remarks:** Jokes, slurs, or innuendo based on a person's race, ethnicity, gender, sexual orientation, age, disability, or religious beliefs. - **Unwanted physical contact:** Touching, pushing, blocking someone's path, or any physical aggression directed at a co-worker. - **Cyberbullying:** Harassing messages sent through email, text, social media, or workplace chat tools. - **Sabotage:** Deliberately interfering with a colleague's work, hiding materials, or taking credit for another person's contributions. This list is not exhaustive. If conduct at your work site is making you feel unsafe or unable to perform your duties, it may qualify as workplace harassment under Alberta law.Workplace Bullying vs Harassment -------------------------------- People often use the terms "bullying" and "harassment" interchangeably, but there are meaningful legal distinctions between the two. **Workplace bullying** generally refers to repeated, targeted, negative behaviour intended to intimidate, degrade, or humiliate a specific person. It can include spreading malicious rumours, social ostracism, yelling, and threats of job loss. In Alberta, bullying is captured within the statutory definition of workplace harassment under the OHSA, meaning employers have a legal obligation to address it. **Harassment** is a broader category. While bullying is one form of harassment, the term also encompasses single incidents of severe misconduct and behaviour linked to protected human rights grounds. When harassment targets a person because of their race, religion, gender, or disability, it becomes a matter of human rights law in addition to occupational health and safety. The distinction matters because it determines which legal avenue is most appropriate. Bullying that does not relate to a protected ground may still violate the OHSA and support a constructive dismissal claim, while harassment based on a protected ground opens the door to a[ human rights complaint](https://tzlawyers.ca/human-rights-lawyer/) as well. A workplace harassment lawyer can help you understand these distinctions and develop the right strategy.Sexual Harassment at Work ------------------------- Sexual harassment is one of the most serious and unfortunately widespread forms of harassment in the workplace. Under the Alberta Human Rights Act, it is classified as a form of discrimination based on the protected ground of gender. Sexual harassment includes unwelcome behaviour of a sexual nature, such as:- Unwanted sexual comments, jokes, or innuendo - Requests or pressure for sexual favours, especially when tied to job benefits or continued employment - Inappropriate touching, leaning, or physical proximity - Displaying or distributing sexually explicit material in the workplace - Making sexual gestures or suggestive looks - Stalking or repeated unwanted attention The Alberta Human Rights Commission has stated that employers are legally responsible for the actions of their employees in proven cases of sexual harassment. Even if the harasser is a co-worker rather than a manager, the employer can be held liable for failing to prevent the behaviour or respond appropriately once it was reported. If you are experiencing sexual harassment at work, a workplace harassment lawyer can explain the full range of legal options available to you, from human rights complaints and civil claims to criminal reporting under Canada's *Criminal Code*.Harassment Based on Protected Grounds ------------------------------------- The Alberta Human Rights Act protects employees from harassment and discrimination based on a specific set of protected grounds. These include:- Race, colour, and ancestry - Religious beliefs - Gender, gender identity, and gender expression - Sexual orientation - Physical and mental disability - Age - Marital and family status - Source of income - Place of origin When workplace harassment is connected to one or more of these grounds, the employee may file a complaint with the[ Alberta Human Rights Commission](https://albertahumanrights.ab.ca/). < – plz make nofollow and open a new window The Commission can investigate, facilitate conciliation, and refer the matter to a tribunal hearing. Remedies can include financial compensation, an apology, and orders requiring policy changes.### Discrimination and Harassment Discrimination and harassment are closely related but legally distinct. Discrimination involves treating a person differently because of a protected characteristic. Harassment is a specific form of discriminatory conduct involving unwelcome behaviour directed at a person on the basis of a protected ground. For example, making derogatory comments about a co-worker's ethnicity is both discrimination and harassment. Refusing to promote someone because of their age is discrimination, though it may not involve the repeated, targeted behaviour typically associated with harassment. In practice, many workplace situations involve elements of both. If you believe you have experienced discrimination or harassment at work, it is worth speaking to a lawyer who can evaluate the facts and advise on the best course of action. Visit[ our human rights page](https://tzlawyers.ca/human-rights-lawyer/) to learn more about how TZ Law assists employees facing these challenges.### Poisoned Work Environment A poisoned work environment exists when harassment, discrimination, or other toxic behaviour becomes so pervasive that it fundamentally changes the conditions of employment. The conduct does not need to be directed at every person; even bystanders who witness persistent harassment can be affected by the resulting atmosphere of hostility. Alberta courts and tribunals have recognized that a poisoned work environment can serve as the foundation for both a human rights complaint and a[ constructive dismissal claim](https://tzlawyers.ca/constructive-dismissal-lawyer/). When an employer allows conditions to deteriorate to the point where a reasonable person would feel unable to continue working, the employee may have the right to resign and seek severance and damages as though they had been terminated without cause. Signs of a poisoned work environment include widespread fear of retaliation, management toleration of abusive behaviour, high turnover among targeted groups, and a general culture of disrespect.How to Report Workplace Harassment in Alberta --------------------------------------------- Taking action against workplace harassment can feel overwhelming, but Alberta law provides several avenues for reporting and resolving complaints. The right path depends on the severity and nature of the harassment.1. **Review your employer's harassment policy.** Every employer in Alberta is required under the OHSA to have a harassment prevention plan in place. Start by locating this policy and understanding the internal complaint process, including who you should report to and what timelines apply. 2. **Document everything.** Keep a detailed record of every incident, including dates, times, locations, what was said or done, and the names of witnesses. Save relevant emails, text messages, and other communications. Strong documentation is crucial if the matter proceeds to an investigation or legal claim. 3. **File an internal complaint.** If you feel safe doing so, report the harassment through your employer's designated process. Be aware that filing an internal complaint can sometimes backfire, so speaking with a lawyer beforehand is a wise precaution. 4. **Contact Occupational Health and Safety.** If your employer does not have a policy, refuses to investigate, or retaliates against you, you can report the matter to the OHS Contact Centre. Alberta treats harassment as a workplace hazard, and employers who fail to address it face enforcement action. 5. **File a human rights complaint.** If the harassment is connected to a protected ground, you may file a complaint with the Alberta Human Rights Commission. The process is free, and your employer is prohibited from retaliating against you for making a complaint. 6. **Consult a workplace harassment lawyer.** A lawyer can evaluate the strength of your case, advise on the best reporting strategy, and represent you in negotiations or in court. Early legal advice is especially important if you are thinking about resigning, as how and when you leave can significantly affect your rights. Can You Sue for Harassment at Work? ----------------------------------- Yes, in many cases you can. Alberta employees who have experienced workplace violence and harassment have several legal avenues, depending on the facts of the situation.### Constructive Dismissal Claims When workplace harassment is so severe or persistent that it fundamentally alters the terms of your employment, you may have grounds for a constructive dismissal claim. [Constructive dismissal](https://tzlawyers.ca/constructive-dismissal-lawyer/) occurs when an employer's conduct — or failure to act — effectively forces an employee to resign. If a court finds that you were constructively dismissed, you may be entitled to severance pay and damages for lost income. ### Human Rights Complaints Complaints to the Alberta Human Rights Commission do not require a lawyer, though legal representation can strengthen your case. The Commission can award compensation for lost wages, injury to dignity, and orders requiring policy changes. There is no cost to file a complaint. The[ Alberta government's guidelines on workplace harassment and violence](https://www.alberta.ca/workplace-harassment-violence) < – plz make nofollow and open a new windowconfirm that employers must support workers who report injuries or symptoms resulting from harassment at the work site.### Civil Lawsuits In certain circumstances, employees can pursue a civil lawsuit against their employer or the individual harasser. Civil claims can seek damages for intentional infliction of mental distress, negligence, and breach of contract. These claims are brought through the Alberta Court of Justice or the Court of King's Bench, depending on the amount claimed.### Workers' Compensation Considerations It is worth noting that mental injuries from workplace harassment may fall under the jurisdiction of the Workers' Compensation Board, which can affect your ability to pursue certain civil claims. Legal advice is essential to determine which path is most advantageous in your circumstances.Speak with a Workplace Harassment Lawyer in Calgary --------------------------------------------------- Workplace harassment is never something you should try to handle on your own. The legal landscape in Alberta involves overlapping statutes, regulatory bodies, and court processes that require professional guidance. At TZ Law, we understand the toll that workplace violence and harassment takes on individuals and families. Our team represents employees across Calgary and Alberta in matters involving bullying and harassment in the workplace, sexual harassment, discrimination, constructive dismissal, and poisoned work environments. When you contact us, we will listen to your story, evaluate your options, and provide honest, practical advice. Whether your situation calls for negotiation, a human rights complaint, or litigation, we are prepared to advocate for you. You deserve a workplace where you are treated with dignity. If that is not what you are experiencing,[ reach out to TZ Law today](https://tzlawyers.ca/) to schedule a consultation with a workplace harassment lawyer who will fight for your rights.