Bill 42 : Key Requirements and Consequences of Non-Application
On March 21, 2024, Bill 42, to prevent and combat psychological harassment and sexual violence in the workplace, was passed and received Royal Assent.
In brief
Bill 42 requires organizations to review and update their workplace violence and harassment prevention policies. This new legislation strengthens protections for employees and sets specific requirements for employers.
Failure to comply with Bill 42 can lead to serious consequences, such as:
- Deterioration of the work climate and decrease in team engagement
- Risk of prosecution and fines
- Negative impact on the organization’s image and credibility
New legislative requirements in force
Organizations’ policies must now include the following, in accordance with the legislative changes adopted:
- Designation of a Responsible Person: Clearly identify the person designated by the employer to handle harassment complaints.
- Information and training programs: Mention specific programs for the prevention of psychological harassment for managers and employees.
- Complaint Management Process: Describe the complaint handling process, including the steps to be taken during an employer-led investigation.
Take Control of Your Conflicts
Do you want to avoid costly litigation and resolve your disputes preventively? Contact Médiation Organisationnelle PRD today for a personalized consultation. Together, we will find effective and sustainable solutions for your organizational conflicts.
