Reporting Harassment to HR
How to formally report harassment and create a paper trail your employer cannot ignore.
Content last verified against official statutes: March 30, 2026
Context and Setup
You have been experiencing repeated belittling comments from your direct manager during team meetings for the past three months. The comments include questioning your competence in front of colleagues, interrupting you mid-sentence, and assigning your projects to junior team members without explanation. You have been keeping a personal log of each incident. You have decided it is time to file a formal complaint with HR.
The Conversation
You
Thank you for meeting with me. I am here to file a formal harassment notice under SOR/2020-130. I have documented a pattern of conduct by [Manager Name] that meets the definition of workplace harassment under the regulations.
Using the regulatory citation immediately signals that you understand your rights and puts the process on a formal track. This is not a casual chat. It is a formal notice.
HR
I see. Can you tell me generally what is going on?
You
Over the past three months, I have experienced repeated conduct that causes humiliation and psychological harm. This includes being belittled in front of the team, having my work reassigned without explanation, and being interrupted during presentations. I have documented specific dates, witnesses, and details for each incident, which I have compiled in a written complaint.
You describe the pattern without getting emotional. You reference your documentation. You hand over a written complaint. This forces the employer to process it formally.
HR
Have you tried talking to your manager about this directly?
You
The regulations do not require me to address the person directly before filing. Given the power imbalance, a direct conversation would not be appropriate or safe in this situation. I am exercising my right under SOR/2020-130 to file this notice with the employer.
Employers often try to redirect you to an informal conversation. You are not required to confront the harasser. State this clearly.
HR
Okay, let me take some notes. Can you give me the most recent example?
You
On [Date], during the weekly team meeting, [Manager Name] interrupted my presentation, said '[exact quote]' in front of six colleagues, and then reassigned the project to [Name] with no prior discussion. I have the meeting invite, the witness names, and my contemporaneous notes for this and 11 other incidents.
Give specific details. Exact quotes are more powerful than paraphrases. Naming witnesses shows you are prepared. The number '11 other incidents' communicates this is systemic.
HR
We will look into this. Please keep this confidential for now.
You
I understand the need for confidentiality during the investigation. I want to confirm that I will receive written acknowledgment of this filing, the name and qualifications of the investigator, and a timeline for the investigation. I also want to note for the record that any adverse action following this filing would constitute reprisal under CLC s.246.1.
This is critical. You are establishing expectations for the process and putting the employer on notice about reprisal in one statement. Get everything in writing.
Real Court Decision
In Starr et al. v. Stevens (2024 CHRT 127), the tribunal awarded $165,000. Read the full case →
What to Document After
- Date, time, and duration of the HR meeting.
- Name and title of the HR representative.
- Exactly what you said and what they said (write this within an hour of the meeting).
- Any commitments made (timeline, next steps, acknowledgment).
- Whether they accepted your written complaint.
- Follow up with an email to HR summarizing what was discussed: "Thank you for meeting with me today at [time]. As discussed, I filed a formal harassment notice under SOR/2020-130 regarding [Manager Name]. You indicated that [next steps]. Please confirm receipt of my written complaint and provide the name of the assigned investigator and expected timeline."
Escalation Options
Key Statutes
When Should You Contact a Lawyer?
This platform is designed to help you build your case independently — collecting evidence, documenting incidents, writing complaints in compliance language, and navigating the internal HR process. Many employees can handle these steps without a lawyer.
The most effective time to engage a lawyer is after you have completed the internal process and your employer has failed to resolve your complaint. At that point, a lawyer can review your complete file — your timeline, evidence, complaint, and the employer's response — and provide strategic advice before you file with an external body such as the CIRB, CHRC, or OPC.
By doing the groundwork yourself, your consultation becomes a focused strategic review rather than a costly fact-gathering session. This approach has been validated by employment lawyers who reviewed files prepared using this methodology and found the documentation thorough with nothing to add.
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MyWorkRights.ca, "Reporting Harassment to HR," accessed 2026-04-01, https://myworkrights.ca/scenarios/reporting-harassment-to-hr
Written by the MyWorkRights.ca team, based on direct experience navigating the CIRB, OPC, and CHRC complaint processes and 500+ hours of employment law research.