CLEA has set up a Workplace Sexual Harassment Hotline for Manitoba. The Hotline is staffed by a staff lawyer who can provide legal information and advice, make appropriate referrals to agencies, print and other resources. In appropriate circumstances, the staff lawyer can refer the client to a lawyer on CLEA’s lawyer referral panel for representation. This project is funded by Justice Canada.
The hotline can be reached at
If you have contacted the Workplace Sexual Harassment hotline, please take a moment to fill out this short survey about your experience. This survey helps us improve our services in the future.
If you have already attended one of our workshops, please take a moment to fill out this short survey about your experience. This survey helps us improve our services in the future.
To order copies of the Workplace Sexual Harassment brochure or bookmark, please email:
Sexual harassment is any of the following:
Sexual harassment does not have to involve physical contact. It can include verbal comments, gestures, visual images, and electronic communications like text messages or emails. Sexual harassment can happen in the workplace or outside of the workplace in work-related situations, like staff parties or business trips.
Some examples of sexual harassment are:
All employees have the right to work without being sexually harassed.
Everyone has the right to file a complaint with the Manitoba Human Rights Commission.
If you are employed by the Federal Government, or work in a field regulated by the Federal Government, you have the right to make a complaint to the Canadian Human Rights Commission.
Your employer must make every reasonable effort to make sure you are not being sexually harassed. If you make a sexual harassment complaint to your employer, they must investigate your complaint and take reasonable steps to stop the harassment.
Your employer also has a responsibility to set up a workplace harassment policy statement, which must say:
Your employer must post a copy of the policy in a conspicuous place at your workplace.
By law, your workplace must have a policy for dealing with harassment complaints. This policy must tell you about the process for making a complaint to your employer. If you choose to make a complaint, you should consult your workplace’s policy and follow the procedure set out.
You also have the right to make a complaint directly to the Human Rights Commission—even if you have already made a complaint at your workplace. However, you only have one year from when the incident happened to make a complaint to the Commission.
The Human Rights Commission may try to resolve the complaint through mediation or a settlement. If these are not successful, the matter may go to a hearing. You may want to have a lawyer represent you in this process.
The following Manitoba legislation deals with most workplace sexual harassment:
For federally regulated employers, the following federal statutes apply:
Do I have to make a complaint directly to my employer?
No. You always have the option of reporting sexual harassment directly to the Manitoba Human Rights Commission—or, if your employment is federally regulated, to the Canadian Human Rights Commission.
If I make a complaint, can my employer fire me?
No. You cannot be fired, have your pay reduced, have your hours reduced, or lose work benefits just for making a workplace harassment complaint.
If I make a complaint, will the police get involved?
Not necessarily. Workplace sexual harassment may or may not be criminal. For example, a co-worker calling you derogatory nicknames based on your gender is not a crime. However, some harassing behaviour like unwanted touching or stalking does fall under the Criminal Code. The police generally will not get involved unless you file a police report yourself.
If I make a complaint, what will happen?
If you make a complaint to the Manitoba Human Rights Commission, you will fill out an intake questionnaire. You will be able to provide evidence as the Commission investigates. If the Commission determines there is enough evidence of discrimination, an adjudicator will make a final ruling at a hearing.