Workplace Defence
Workplace Harassment & Assault Lawyers Toronto
Facing Allegations of Workplace Harassment or Assault? Contact a Workplace Assault Lawyer in Toronto Today
Greenwood Law defends individuals and organizations facing workplace harassment or assault allegations. Our Toronto workplace defence lawyers combine employment and human rights law proficiency with procedural insight to manage investigations, hearings, and reputational risks, all with strategic clarity and fairness.
Meet Our Employment & Workplace Defence Lawyers in Toronto
Greenwood Law – Employment Lawyers in Toronto provides focused legal expertise in cases involving workplace harassment and assault. With experience spanning internal investigations, tribunal hearings, and criminal proceedings, we help clients uphold fairness, ensure compliance, and protect their credibility from start to finish.
What Is Workplace Harassment or Assault?
Ontario’s Occupational Health and Safety Act defines workplace harassment as a pattern of unwelcome conduct or comments known (or reasonably ought to be known) to be offensive or demeaning. This includes bullying, intimidation, or discriminatory remarks based on protected grounds under the Human Rights Code. Workplace assault involves physical contact or threats, treated as criminal matters.
Legal Importance of Timely and Proper Response
Once allegations are known, legal duty under OHSA and the Code mandates an investigation, even without a formal complaint. Failing to act or responding inadequately can lead to government penalties, HRTO liability, or wrongful dismissal claims. Fast, fair, documented responses protect legal rights and organizational integrity.
Legal Obligations & Investigation Best Practices
- Maintain a written workplace violence and harassment policy, conduct annual reviews, and commit to staff training.
- Investigations should be timely, objective, and fit the context, ranging from informal review to full inquiry as needed. Participants must be given a fair opportunity to respond.
- Share a written closure letter outlining outcomes and corrective measures, without necessarily disclosing all factual findings.
How Greenwood Law Supports You
Investigation Design & Oversight
We align protocols with OHSA guidelines to ensure documented, impartial investigations, protecting fairness and legal defensibility.
Advice on Interim Measures
We help with immediate steps such as suspension or separation, while safeguarding fairness and safety.
Tribunal, Agency, & Workplace Defence Representation
If matters escalate, we prepare clients for HRTO, Ministry inspections, or criminal courts, delivering strong advocacy and procedural integrity.
Policy Analysis & Prevention Training
We help update policies and train managers to reduce future risk and foster a compliant workplace culture.
Hear From Our Clients
Helping Clients Get Back to Work
Our employment lawyers in Toronto are ready to protect your rights and secure the compensation you deserve.
Table of Contents
Hear From Our Clients
Helping Clients Get Back to Work
Our employment lawyers in Toronto are ready to protect your rights and secure the compensation you deserve.
Why Choose Greenwood Law - Toronto Harassment & Assault Defence Lawyer
Integrated Employment & Human Rights Defence
With expertise in criminal process, human rights law, and OHSA compliance, we protect clients across all legal fronts.
Fairness-Driven Operational Support
We support consistent, lawful investigation and response protocols that limit legal exposure and preserve credibility.
Reputation & Risk Safeguarding
Our approach protects reputational interests and minimizes liability through strategic procedural handling.
Cross-Channel Advocacy
Whether at HRTO, adjudicative hearings, or employment tribunals, we provide cohesive representation aligned with broader legal strategy.
Frequently Asked Questions - Workplace Harassment & Assault Defence in Toronto
Must every incident be formally investigated?
No. Ontario law requires a response that is proportionate to the allegation, sometimes a fact-gathering exercise suffices. All responses must be documented and procedurally fair.
Can conduct outside the office trigger liability?
Yes. Off-site or virtual misconduct, if tied to work environment or culture, may still trigger investigations or liability obligations.
What happens if an employer fails to act?
Failure to respond appropriately can result in HRTO orders, Ministry fines, or civil liability for human rights breaches. Case law confirms duty to investigate without a formal complaint.
Are confidentiality agreements enforceable in investigations?
Standard non-disclosure clauses cannot block complaints to HRTO or regulatory bodies, though they may govern internal disclosure.
Should independent legal counsel get involved early?
Yes. Prompt involvement ensures fair process, privilege protection, and helps prevent escalation from internal proceedings to formal complaints or litigation.
Speak with a Workplace Harassment & Assault Defence Lawyer in Toronto
If you’re facing allegations or managing a workplace complaint, Greenwood Law supports clients across all stages, from investigation planning to tribunal or court response.
Areas We Serve
At Greenwood Law, we proudly serve clients across Ontario & throughout Canada, including:
