When a workplace harassment investigation wraps up, proper closure can be just as important as the process itself.
Sabrina Feldman
Closure is required
In Ontario, the law says employers have to provide both the complainant and the respondent with certain information in writing. This step is often called the closure letter.
If that communication is too vague—or doesn’t happen at all—it can land the employer in trouble.
What the OHSA requires
Under Ontario’s Occupational Health and Safety Act (OHSA), section 32.0.7(1)(b), employers are legally required to notify the employee who filed the complaint, and the employee being investigated, of:
What the outcome of the investigation was, and
Any corrective action that’s been taken (or is going to be taken)
The law doesn’t say how detailed this letter has to be, which can lead to some uncertainty.
A case example: Horner v. Stelco
In a 2024 case (Shannon Horner v. Stelco Inc. Lake Erie), the Ontario Labour Relations Board looked at what was—and wasn’t—shared in a closure letter.
Stelco investigated Ms. Horner’s harassment complaint against several coworkers. After the investigation, the company sent her a form-style letter saying they found harassment occurred and that some action had been or would be taken. It also mentioned training.
What the letter didn’t say?
Who exactly was responsible, and
What kind of action was taken
The Board found that wasn’t good enough. It said Stelco had failed to meet its obligations under the OHSA. The letter didn’t provide enough clarity, and it left the complainant in the dark.
What should a closure letter actually say?
Employers don’t have to share the full investigation report or get into the weeds of everything that was said.
But to stay compliant with the OHSA, the closure letter should:
Say clearly what the result of the investigation was
Identify which individual(s) were found to have crossed the line
Describe the general corrective actions that were taken or are planned
It’s fine to avoid naming the specific discipline (like suspension or termination), but there should be enough detail to reassure the complainant that the issue has been taken seriously.
Why This Matters
Closure letters are more than just a checkbox. They help show that the employer followed through on its obligations and is taking real steps to protect its employees.
If this part of the process is skipped or done poorly, it can raise serious legal and reputational risks—especially if the complainant feels like nothing meaningful was done.
Need help with a workplace investigation? We've got you.
Whether you’re handling a complaint, responding to one, or trying to make sure your closure letters check all the right boxes, Greenwood Law can help. Reach out to us if you’d like support putting together a compliant and respectful process.
