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The Ontario government recently introduced Bill 190, also referred to as the Working for Workers Five Act, 2024.The rise of remote work has introduced new challenges in the workplace, one of which is the rising issue of virtual sexual harassment. Ontario’s Bill 190 addresses this concern by providing a legislative framework to effectively manage and investigate such cases. 

This blog discusses Bill 190 and its potential impact on handling workplace virtual sexual harassment matters.

Understanding Bill 190

Bill 190, officially known as the Working for Workers Five Act, 24 is a legislative proposal that seeks to modernize workplace laws to reflect the realities of remote work. One of the critical components of Bill 190 is its focus on virtual sexual harassment, recognizing the need for clear guidelines and robust mechanisms to address this growing issue.

Key Provisions of Bill 190

Definition of Virtual Sexual Harassment: Bill 190 broadens the definition of sexual harassment to explicitly include behaviours that occur through digital communications and virtual interactions. This includes inappropriate emails, messages, video calls, and social media interactions.

Employer Responsibilities: Employers are required to update their workplace harassment policies to include virtual sexual harassment, ensuring that employees are aware of what constitutes unacceptable behaviour in a virtual setting. The bill mandates regular training for all employees on recognizing, preventing, and reporting virtual sexual harassment.

Investigation Procedures: Employers must conduct prompt and thorough investigations into allegations of virtual sexual harassment. This includes gathering digital evidence, such as emails, chat logs, and video recordings while maintaining confidentiality. Employers are encouraged to use technological tools to aid in the investigation process, ensuring accuracy and efficiency in handling complaints.

Support for Victims: Victims of virtual sexual harassment must be provided with access to support resources, including counselling and legal assistance. The bill includes provisions to protect victims from retaliation, ensuring they can report incidents without fear of adverse consequences.

Preparations for Employers

The introduction of Bill 190 has significant implications for employers in Ontario. Below we list some of the key impacts:

Policy Updates and Compliance:

Employers should review and update their existing harassment policies to comply with the new requirements. This includes explicitly addressing technology-facilitated behaviours within their definitions of workplace sexual harassment and harassment.

Enhanced Training Programs:

Regular training sessions will become essential to educate employees about virtual sexual harassment, how to recognize it, and the proper channels for reporting incidents. Thus, potentially necessitating an investigation. 

Investigation Processes:

Employers will need to establish or enhance their investigation processes to handle virtual sexual harassment complaints effectively. This may involve training HR personnel on gathering and analyzing digital evidence, as these investigations can be complex and time-sensitive. 

Employers should assess whether they possess the necessary expertise and resources to handle these investigations internally or if hiring external professionals would be more appropriate. 

Support Systems:

Providing robust support systems for victims, including counselling services and clear anti-retaliation policies, will be crucial in promoting a safe and supportive work environment.

Benefits of Bill 190

Bill 190 offers several benefits aimed at creating safer and more inclusive workplaces:

Awareness and Understanding: By explicitly addressing virtual sexual harassment, the bill provides clarity on what constitutes unacceptable behaviour in a digital context, raising awareness among employees and employers alike.

Protection for Employees: The bill enhances protections for employees, ensuring that victims of virtual sexual harassment can report incidents without fear of retaliation and receive the support they need.

Modernized Workplace Policies: Bill 190 encourages employers to modernize their workplace policies, reflecting the realities of remote work and the digital age.


Ontario’s Bill 190 represents a significant step forward in addressing the challenges of virtual sexual harassment in the workplace. By expanding definitions, enhancing employer responsibilities, and providing clear guidelines for investigations, the bill aims to create safer, more supportive work environments in the digital age. Employers must proactively adapt to these changes, ensuring compliance and fostering a culture of respect and inclusivity in their virtual and physical workplaces.

As remote work continues to evolve, legislation like Bill 190 protects employees and promotes fair and respectful workplace practices. If you have employment concerns, including any form of harassment, whether remote or in-person, we encourage you to contact employment lawyers Sultan Lawyers for more information on the next steps. Contact us online or by telephone at 416-214-5111 today.

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