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For more information about your rights and your children's rights in the current context, see the FAQs and resources on the page Your rights and COVID-19. Please note that all of our services continue to be offered online or by phone, even though all staff members are teleworking.

Your rights and COVID-19
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    As an employer, you have a duty to uphold and enforce your employees’ rights.

    By law, you must guarantee your employees’ rights to:

    • non-discriminatory access to employment (hiring), professional development, promotion and transfer
    • fair treatment, regardless of their personal characteristics (origin, language, colour, disability, religion, etc.)
    • a work environment that is free of discrimination and harassment
    • fair and reasonable conditions of employment
    • request reasonable accommodation

    These rights are guaranteed by the Charter of Human Rights and Freedoms.

    • Preventing discrimination and harassment in your workplace

      You are responsible for your employees’ actions during the performance of their duties. This means that a complaint can be filed against you if discrimination or harassment takes place.

      Ways to prevent discrimination and harassment in your workplace include:

      • making sure your human resource policies and practices are not discriminatory
      • not tolerating any form of discrimination or harassment in the workplace
      • actively protecting your employees from discrimination and harassment


    • Introduce a program to eliminate discrimination in hiring and employment

      Having an equal access employment program helps eliminate discrimination in employment and the workplace. Equal access employment programs are mandatory for certain public bodies and private companies. But you can also set one up on a voluntary basis.

      Learn more about equal access employment programs (French only)

    • Responding to reasonable accommodation requests

      As part of guaranteeing your employees’ right to equality, you may receive reasonable accommodation requests. You can put an end to a discriminatory situation by responding to these requests.

      To understand your duty to accommodate, it is important to recognize that seemingly neutral standards, rules or practices can have discriminatory effects on certain employees.

      Treating all your employees alike is not always the same thing as treating all your employees fairly. There are situations where you will have to respond to an accommodation request so that an employee can fully exercise their rights.

      Common examples of accommodation:

      • Adapting a workstation to an employee’s physical limitations
      • Allowing an employee to take a day off for a religious holiday
      • Adjusting an employee’s schedule for medical reasons

      Do you have a duty to accommodate? And if so, to what extent?

      Learn more about reasonable accommodation 

    What should I do if someone files a complaint against me?

    An employee can file a complaint against you if they believe, for example, that:

    • they experienced discrimination during the hiring process
    • they have experienced discrimination or harassment in the workplace
    • their reasonable accommodation request was not properly considered, or was denied for no reason

    If the Commission accepts your employee’s complaint and decides to investigate, we will contact you to let you know.

    Learn more about how you must cooperate with our investigation:

    A complaint has been filed against me

    Frequently asked questions

    Here are some of the most common human rights questions that we receive from employers.


    Outils et ressources

    La Commission vous offre gratuitement des outils pour comprendre et faire face à vos obligations :

    Autres organismes

    • CNESST (Commission des normes, de l'équité, de la santé et de la sécurité du travail)
    • GAIHST (Groupe d'aide et d'information sur le harcèlement sexuel au travail)
    • CRHA (Ordre des conseillers en ressources humaines agréés)