When an employee reports stalking or harassment, how an employer responds can have serious legal, ethical, and safety consequences. Dismissing concerns, delaying action, or minimizing risk can place employees in danger and expose organizations to liability.
This guide explains how employers in Canada should respond to stalking complaints with professionalism, care, and accountability.
Take Every Report Seriously
Stalking is often underestimated in workplace settings. Employers must understand that early reports are critical warning signs.
Employees may hesitate to come forward due to fear of retaliation, embarrassment, or not being believed. When someone speaks up, it is a sign of trust.
All complaints deserve immediate attention.
Ensure Immediate Safety
The first priority must always be safety.
Employers should consider:
• Adjusting schedules or work locations
• Providing secure entry or parking
• Implementing no-contact policies
• Offering remote work options when needed
Safety planning should be personalized and confidential.
Document and Investigate Properly
All reports should be formally documented.
This includes:
• Written statements
• Incident timelines
• Witness accounts
• Evidence review
• Investigation notes
A clear process protects both employees and organizations.
Respect Privacy and Confidentiality
Information about stalking complaints must be handled carefully.
Details should only be shared with those directly involved in managing safety and investigations. Gossip or disclosure can worsen harm and legal risk.
Understand Legal Responsibilities
Canadian employers have a duty to provide a safe workplace.
This includes obligations under:
• Occupational health and safety laws
• Employment standards
• Human rights legislation
Failure to act may result in legal consequences.
Learn more through our Safety Education programs.
Provide Supportive Resources
Employees dealing with stalking may need emotional, legal, and practical support.
Employers can offer:
• Employee assistance programs
• Counselling referrals
• Legal information resources
• Advocacy support
Support improves recovery and retention.
Avoid Common Employer Mistakes
Some responses make situations worse.
These include:
• Telling employees to “ignore it”
• Blaming the victim
• Forcing mediation
• Delaying investigations
• Minimizing risk
These actions may increase liability and harm.
Train Leadership and Staff
Prevention starts with education.
Workplace training should include:
• Recognizing warning signs
• Proper reporting procedures
• Trauma-informed responses
• Digital safety awareness
Training builds safer cultures.
Develop Clear Policies
Every organization should have written policies addressing harassment and stalking.
Strong policies include:
• Reporting pathways
• Investigation timelines
• Protection measures
• Anti-retaliation clauses
• Disciplinary procedures
Clear policies reduce confusion and risk.
Partner With Survivor-Led Experts
Working with survivor-led educators ensures that policies and training reflect real-world risks.
Survivor voices bring critical insight into prevention and response.
How Safety Warrior Mama Supports Employers
Safety Warrior Mama provides survivor-led workplace safety education, policy guidance, and training programs across British Columbia and Canada.
We help organizations respond effectively, protect employees, and meet legal obligations. Contact us to learn more about our services.
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