Workplace Safety
Employers in BC must ensure the physical and mental safety of their workers. WorkSafeBC is a centralized agency dedicated to promoting safe and healthy workplaces across BC. This includes providing free information, templates and checklists for employers and employees online, by phone and in hard copy, including books, DVDs, posters and brochures.
employer responsibilities
Health and Safety Program: Employers must properly train employees to perform work safely, and must provide all necessary safety equipment.
Insurance Coverage: Employers that hire workers in BC (including full time, casual and contract workers) must register with WorkSafeBC to obtain insurance. Injured workers apply for WorkSafe benefits, rather than filing legal claims in court for compensation. Insurance premiums are paid annually or quarterly.
Claims: Employers must assist physically or mentally injured workers with obtaining medical attention, reporting injuries and accidents to WorkSafeBC, and investigating incidents.
worker rights and responsibilities
Workers have a right to know about hazards in the workplace, participate in health and safety activities at work, and refuse unsafe work without getting punished or fired.
Workers must be aware of hazards and unsafe work conditions and act safely at work. This includes wearing protective clothing and equipment, reporting workplace injuries, seeking treatment for physical and mental injuries, and following medical advice.
Workers can apply for WorkSafeBC benefits if they are physically or mentally injured at work. Benefits might include compensation and support for recovery, rehabilitation, and safe return to work.
bullying and harassment
Employers must develop and implement procedures for responding to bullying and harassment at work. This includes having a bullying and harassment policy which outlines a procedure for making a complaint, and explaining how the complaint will be dealt with.
Bullying and harassment includes where someone does something to a worker that he or she knew or reasonably ought to have known would cause that worker to be humiliated or intimidated. This includes verbal aggression and personal attacks. However, when an employer or supervisor takes reasonable action to manage and direct workers, it is not bullying and harassment.
additional resources
You can learn more at WorkSafeBC’s website.
