You Do Not Have to Navigate Workplace Sexual Harassment Alone.
Sexual Harassment
at Work in British Columbia
Experiencing sexual harassment at work can be confusing, stressful, and difficult to navigate. Many employees are left questioning whether what happened was appropriate, what their rights are, and what steps they can take next. Paula Krawus helps employees understand the legal framework that applies to their situation so they can make informed decisions about how they wish to proceed.
Initial consultation $650 + tax. Provincially and federally regulated workplaces.
Paula will spend time reviewing the information and documents you provide at the onboarding stage. Then, she’ll meet with you for 45 minutes to 1 hour. You will receive an overview of the applicable law, how your situation fits into it, and what your options are for next steps.
Paula Krawus
Employment Lawyer, PortaLaw
Phone: 604 332 6126
Email: paula@portalaw.ca
Address: 300, 19 East 5th Ave, Vancouver BC
Paula supports professionals starting or ending their employment, and provides coaching for managing difficult workplace dynamics. This includes advising on how to respond to sexual harassment in the workplace. She represents individuals across a variety of industries to obtain a resolution and fair compensation.
What Is Considered Harassment in BC?
The distinction between inappropriate workplace conduct and legally recognized harassment is not always clear. Whether behaviour amounts to harassment depends on the context in which it occurred and how the law applies to the specific circumstances.
Workplace harassment is sometimes called “bullying and harassment”. The legal definition can be different depending on what forum you choose for your legal claim (e.g. court vs WorkSafeBC).
Harassment usually includes inappropriate conduct or comments that a person knew, or reasonably ought to have known, would cause another worker to feel humiliated or intimidated.
Reasonable actions taken by employers to supervise, direct, or manage workers are generally not considered harassment.
Workplace Harassment Definition
Depending on the circumstances, examples may include:
Verbal abuse or offensive remarks
Physical intimidation or threats
Repeated unwelcome jokes or teasing
Sexualized comments, gestures, or jokes
Requests for sexual favours
Unwanted touching or physical contact
Sharing explicit images, emails, or messages
Repeated unwanted advances after boundaries have been expressed
Using a position of authority to seek sexual attention or benefits
Stalking or threatening behaviour
These examples are not exhaustive. Whether conduct amounts to harassment or sexual harassment depends on the specific facts of the situation and the legal framework that applies.
Examples of Workplace Harassment
Sexual Harassment also can have a different legal definition depending on context.
In the workplace context, you will usually see “sexual harassment” talked about in relation to human rights (i.e. discrimination). Sexual harassment is a type of sex-based or gender-based discrimination.
Most often, you will see the term defined as: unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for the victims of harassment
Sexual harassment is not always sexualized behavior. Sometimes, it is enough that the harassment is simply about someone’s sex or gender.
On the other hand, sometimes sexual harassment arises out of a generally sexualized work environment.
Sexual Harassment Definition
Unwanted touching
Offensive jokes related to sex or gender
Making sexual requests or suggestions
Staring at or making unwelcome comments about someone’s body
Showing sexual pictures or images
Being verbally abusive to someone because of gender
Examples of Sexual Harassment
What Happens If You Are Sexually Harassed at Work?
There is no single "correct" response to workplace sexual harassment. The steps an employee chooses to take will depend on the nature of the conduct, their safety, the workplace environment, and their personal circumstances. Some employees choose to address concerns internally, while others pursue external remedies or seek legal advice before taking further action.
Employers in British Columbia are required to maintain policies and procedures for responding to workplace bullying and harassment complaints. In some situations, employees may decide to begin by using these internal processes.
This may include:
Reviewing the employer's bullying and harassment policy
Reporting the conduct to a supervisor, manager, human resources representative, or designated contact person
Participating in an internal investigation
Documenting incidents and preserving relevant communications
In some cases, an internal process may resolve the issue. In others, additional steps may be necessary.
Internal Workplace Processes
Employees may also have access to remedies outside of their workplace. The available options depend on the facts of the situation and the legal framework that applies.
Potential legal avenues may include:
Filing a complaint with the BC Human Rights Tribunal
Pursuing remedies through the Canadian Human Rights system, where applicable
Making a complaint to WorkSafeBC
Filing a civil lawsuit for damages
Reporting threats, violence, or stalking to law enforcement
Not every option will apply in every situation. Some employees may pursue multiple avenues simultaneously, while others may determine that one process is more appropriate than another.
External Complaints and Remedies
Obtaining legal advice can help employees understand the options available to them before deciding how to proceed. Legal guidance may also assist employees who are already involved in an internal investigation or Tribunal process.
Paula Krawus assists employees with:
Assessing potential legal claims
Understanding the remedies that may be available
Navigating Tribunal and complaint processes
Negotiating resolutions where appropriate
Pursuing legal proceedings when necessary
The appropriate course of action depends on the specific facts of each case. Legal advice can help employees understand the strengths, limitations, and potential outcomes of the options available to them.
Legal Representation
Speak With Paula Krawus
Book a consultation with Louis if you're navigating a workplace issue and want clear, compassionate guidance from someone who takes the time to understand your situation.
Initial consultation $650 + tax. Provincially and federally regulated workplaces.
Potential Remedies Following Sexual Harassment
When discrimination or sexual harassment is established, the BC Human Rights Tribunal or court may order remedies intended to address the harm that has occurred. The remedies available will depend on the facts of the case, the legal process involved, and the evidence presented. No particular outcome can be guaranteed, and each matter is assessed on its own circumstances.
Depending on the situation, remedies may include:
Severance and additional compensation (aggravated and/or punitive damages)
Compensation for lost wages or income that would have been earned but for the discriminatory conduct
Compensation for injury to dignity, feelings, and self-respect
Reinstatement to employment in certain circumstances
Orders requiring an employer to implement or revise workplace policies
Mandatory workplace education or training initiatives
Other non-monetary remedies designed to address the impact of the conduct and reduce the likelihood of similar issues arising in the future
Who Paula Helps
Paula Krawus advises employees who are navigating workplace sexual harassment and related human rights concerns. Whether you are trying to understand if certain conduct may meet the legal threshold for harassment or are already involved in a workplace process, legal guidance can help clarify your options.
Paula regularly assists:
Employees who have experienced sexual harassment in the workplace
Employees facing discrimination based on sex, gender identity, or gender expression
Workers who are uncertain whether what they experienced may amount to harassment under the law
Employees considering a complaint before the BC Human Rights Tribunal or the Canadian Human Rights Tribunal
Employees participating in workplace investigations or internal complaint processes
Employees seeking advice before responding to an employer about concerns they have raised
Provincially and federally regulated workers throughout British Columbia
Every workplace situation is different. Paula supports employees in understanding the legal framework that applies to their circumstances so they can make informed decisions about how they wish to proceed.
Why PortaLaw
Focused Expertise
Employment and human rights law are the sole focus of PortaLaw's practice. Paula advises employees experiencing workplace sexual harassment and discrimination within the broader framework of employment and human rights law in British Columbia. This focused approach allows her to provide guidance informed by current legislation, Tribunal decisions, and evolving legal principles.
Transparent Pricing
Seeking legal advice often comes at a time of uncertainty. PortaLaw aims to make the consultation process straightforward by communicating pricing clearly from the outset. Initial consultations with Paula are $650 plus tax, allowing employees to understand the cost of obtaining legal advice before booking a meeting.
Vancouver-Based, BC-Wide
Paula practises from PortaLaw's Vancouver office and advises employees throughout British Columbia. She assists workers in both provincially and federally regulated workplaces, regardless of where in the province the events took place.
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Sexual harassment may include unwelcome comments, conduct, gestures, or contact of a sexual nature that create an intimidating, humiliating, or hostile work environment. It can take many forms and may involve a single serious incident or a pattern of behaviour over time. Whether conduct amounts to sexual harassment depends on the specific circumstances and the applicable legal framework.
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There is no single approach that is appropriate in every situation. Depending on the circumstances, employees may choose to document incidents, review workplace policies, make an internal complaint, seek legal advice, or pursue external remedies. Understanding the options available can help employees determine how they wish to proceed.
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Employees who raise concerns about workplace harassment may have legal protections against retaliation. Whether those protections apply, and what remedies may be available, depends on the facts of the situation and the legal process involved.
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Not necessarily. In some situations, employees choose to use their employer's internal processes before pursuing external remedies. In others, a direct complaint to the appropriate Tribunal may be available. The appropriate course of action will depend on the circumstances.
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Where a complaint is successful, remedies may include compensation for lost wages, compensation for injury to dignity, feelings, and self-respect, and other orders intended to address the effects of the conduct. The remedies available will vary depending on the facts of the case and the legal forum involved.
Frequently Asked Questions
Book an initial consultation with Paula Krawus to discuss your situation, understand the legal framework that may apply, and determine the next appropriate steps.
Ready to understand your rights?
Initial consultation with Paula is $650 + tax. Provincially and federally regulated workplaces.