False sexual harassment complaints are rare—but warnings about them are common. This post explores an Alberta Tribunal case, the role of IPV, and why policy design must do better.

Intimate partner violence has been recognized as a workplace issue for years, yet most workplaces still struggle to respond effectively. This post explores why and introduces a three-part resource series designed to bridge the gap between legal obligations, evidence-based guidance, and real-world practice.

The healthcare sector is leading the shift away from “trauma-informed” approaches toward trauma- and violence-informed (TVI) practice — and that shift matters at work. This post introduces a new free TVI Workplace Self-Assessment and explains why how employers respond to harm directly affects safety, trust, and legal defensibility.

Intimate partner violence is often treated as a private issue — but when it intersects with work, it engages employment law. This free legal awareness self-assessment helps employers understand how legal duties and judgment operate when IPV shows up at work.

A recent interest arbitration award has introduced a comprehensive domestic violence article into collective agreements at 32 Ontario hospitals. This post explains why the language matters, how it expands employer obligations under the OHSA, and what it signals about the future of workplace IPV standards in Canada.

Ending the hidden costs of intimate partner violence requires leadership. C-Suite buy-in ensures your workplace IPV program is implemented effectively, upstream interventions are possible, and losses are minimized.

Supporting survivors of IPV at work can be emotionally taxing. Organizations need to provide managers and HR staff with the training, debriefing, and mental health supports required to sustain an effective program.

Effective workplace IPV programs address both survivors and the people causing harm, balancing empathetic accountability with safety and risk management.

Accommodation for IPV survivors isn’t just procedural — it requires understanding barriers, creating cultural safety, and building on employee strengths to be effective.

Even without explicit Canadian case law, framing IPV as a human rights issue strengthens trust, supports survivors, and promotes the success of intersecting accommodations for disability, substance use, and other factors.

Learn why employers should show lenience with advance notice requirements for domestic violence leave. Trauma and cultural safety make strict enforcement risky and counterproductive.

Ontario’s ESA allows employers to request evidence for domestic violence leave, but strict proof requirements can undermine trust and safety. Day 10 of the 16 Days of Activism explores why lenience supports trauma-informed practice, risk assessment, and safer workplaces for employees and their colleagues.

Build a legally sound, trauma-informed workplace domestic violence program. Learn how my end-to-end advisory services help employers prevent, identify, and respond to IPV with a comprehensive, multidisciplinary approach.

Workplace domestic violence safety plans must extend beyond office walls. Learn how employers can support commuting safety, shelters, and community-level IPV solutions.

A strong workplace IPV policy isn’t enough. Real safety requires readiness — defined roles, processes, and systems in place before a disclosure occurs.

Domestic violence disclosures require a timely workplace response. This post explains why employers can’t rely solely on external assessors and how to begin handling preliminary IPV risk assessments internally.

A meaningful workplace response to domestic violence starts with how the first conversation is handled. This guide outlines how to conduct a trauma- and violence-informed intake meeting that creates safety, trust, and collaboration.

A one-size-fits-all approach won’t work in workplace domestic violence programs. Understanding your workplace’s unique IPV risk profile helps ensure disclosures, accommodations, and safety plans are meaningful and effective.

Domestic violence often shows up at work long before a survivor speaks up. When employees are trained to check in with colleagues safely and respectfully, workplaces become safer and more supportive.

Talking about intimate partner violence at work isn’t invasive — it’s necessary. When employers normalize discussion the way the Bell Let’s Talk campaign did for mental health, employees are far more likely to disclose.