On September 1, 2025, Canadian province Nova Scotia introduced significant amendments to its Occupational Health and Safety Act, updating the Workplace Health and Safety Regulations. These amendments require all provincially regulated employers to implement a written Workplace Harassment Prevention Policy, provide employee training, and review or update it every three years.
For organizations hiring in Nova Scotia, whether directly or through an Employer of Record partner—understanding these changes is critical. Failure to comply can expose companies to fines, legal liability, and reputational harm.
What the Law Says: Nova Scotia Workplace Harassment and Employer Obligations in 2025
The updated regulations define “workplace harassment” as any single significant occurrence or repeated unwelcome conduct in the workplace. This includes: bullying, intimidation, threats, inappropriate sexual conduct, or harassment based on personal characteristics under the Novia Scotia Human Rights Act. Reasonable actions by managers related to supervision and performance management are not considered harassment.
Employers must implement a Workplace Harassment Prevention Policy that includes:
A clear definition of harassment aligned with Nova Scotia law.
A statement affirming every employee’s right to a harassment-free workplace.
A ommitmentsto investigate complaints, take corrective action, and protect employees from reprisal.
Clear reporting procedures, including alternative options if the alleged harasser is the employees’s supervisor.Regular communication and training on the policy.
Why This Matters for Global Employers
For international organizations operating in Nova Scotia, compliance involves more than updating documentation. Businesses with remote teams or operations in Nova Scotia must ensure contracts, HR systems, and training programs align with local requirements. Without local expertise, global employers risk unintentionally breaching the law.
This is where working with a global Employer of Record (EOR) can help.
How an EOR Can Help Support Compliance
An EOR in Nova Scotia acts as the legal employer for your workforce, ensuring compliance with all employment regulations, including workplace harassment prevention. By partnering with an EOR, global companies can:
Deliver mandatory harassment prevention training.
Implement policies that meet provincial standards.
Provide employees with safe reporting channels and anti-retaliation protections.
Navigate local requirements without taking on the full administrative burden.
Partnering with an EOR enables organizations to remain focused on business growth while minimizing legal risks and ensuring employee well-being.
What Nova Scotia Employers Should Do Next
To align with new regulations, global employers and HR leaders should:
Audit existing HR policies and contracts to ensure they comply with the new harassment prevention regulations.
Work with your EOR provider to implement or update a Workplace Harassment Prevention Policy.
Train managers and staff on recognizing, preventing, and reporting harassment.
Review risk assessments and preventive measures regularly to maintain ongoing compliance.
By integrating these measures with a global hiring compliance solution like an EOR, employers can manage global teams efficiently, stay compliant with Nova Scotia regulations, and protect their employees' welfare.