Discrimination at work can look like unfair treatment, unequal pay, blocked promotions, racist comments, or being punished for speaking up. If you’re a foreign or temporary worker in Canada, you still have workplace rights—and there are official places to report problems or get help.
This guide is general information only (not legal advice). It focuses on practical, official steps and Government of Canada sources.
Know what counts as discrimination and harassment
Discrimination is usually connected to a protected personal characteristic (called a “prohibited ground”)—not just a disagreement at work.
In federally regulated workplaces, the Canadian Human Rights Act lists prohibited grounds such as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and certain criminal record situations.
Workplace harassment can also be discrimination when it is linked to a prohibited ground (for example, repeated racist insults). The Canadian Human Rights Commission explains discrimination and gives real-world examples of how it can happen in employment.
Common examples of harassment or discrimination are:
- Being treated worse because of your race, religion, language, disability, sex, or where you are from.
- Harassment like slurs, offensive jokes, humiliating comments, or intimidation linked to a protected ground.
- Rules that seem “neutral” but unfairly block certain groups (for example, scheduling that ignores religious observance).
Understand your baseline protections as a temporary foreign worker
Even before you file anything, it helps to know what employers must do.
The Government of Canada states that employers of temporary foreign workers must make reasonable efforts to provide a workplace free from abuse, including reprisals (punishment or threats for reporting issues). Canada
Important protections to remember:
- Your employer must not punish you for asking about your rights or reporting problems (reprisals can be a form of abuse).
- “Abuse” can include threats, intimidation, control, isolation, and other harmful behaviour—not only physical harm.
- You can report abuse related to temporary foreign worker situations, and the Government of Canada says your information is protected by privacy laws and they won’t tell your employer who made the report.
What to do first: document, stabilize, and use safer channels
You don’t need to confront anyone to start taking protective steps. If you feel safe doing so, focus on clear records and official reporting routes.
A simple documentation checklist:
- Dates/times of incidents
- What happened (short, factual notes)
- Who was involved and who witnessed it
- Copies/screenshots of messages, schedules, write-ups, or pay records
- Any steps you took (for example: “reported to supervisor on Dec 10”)
If you’re in immediate danger:
- Call 9-1-1 (Canada’s emergency number). The Government of Canada’s reporting tools also state to call 9-1-1 if you are in danger.
If your employer is monitoring your device:
- Use a safer phone/computer if possible, and protect your passwords. (IRCC’s vulnerable worker page includes safety guidance such as exiting quickly and deleting browsing history if monitoring is a concern.)
Where to report discrimination or harassment (the right place matters)
In Canada, where you file depends on your workplace type and location. A practical way to start is to identify whether you are federally regulated or under provincial/territorial rules.
If your workplace is federally regulated
Examples can include banking, telecommunications, and interprovincial transportation. In those cases, the Canadian Human Rights Commission has a complaint process and explains how to file (online, email, fax, or mail).
The Canadian Human Rights Commission also provides resources on preventing and addressing harassment and violence in federally regulated workplaces.
If your workplace is provincially or territorially regulated
Most workplaces are under provincial/territorial human rights systems. For example, Ontario’s Human Rights Tribunal resolves claims of discrimination and harassment under Ontario’s Human Rights Code.
Ontario also provides public guidance on filing discrimination claims and where to seek support in the process.
If the issue involves abuse tied to temporary foreign work
If the problem includes abuse or reprisals connected to your temporary foreign worker situation, the Government of Canada has an official page explaining how to report abuse and what to expect (including privacy protections).
Example: a realistic situation and what “next steps” can look like
Scenario:
Ahmed is a temporary foreign worker. His supervisor repeatedly mocks his accent in front of co-workers and assigns him the hardest shifts after he asks for equal treatment. Ahmed is also warned that “complaining could cost you your job.”
Why this may be a problem (fact-based):
- Mocking tied to national/ethnic origin can fit within prohibited grounds recognized in federal human rights law.
- Threats or punishment for reporting concerns can be a form of reprisal; the Government of Canada states employers must make reasonable efforts to keep workplaces free from abuse, including reprisals.
Practical, non-legal steps Ahmed can take:
If he is in a serious abusive situation tied to his job and has an employer-specific work permit, he can review IRCC’s information about an open work permit for vulnerable workers (eligibility details are set out by IRCC).
Write down incidents with dates, quotes, witnesses, and any schedule changes (documentation)
Use a safe device to contact an official reporting channel if monitoring is a concern.
If it involves abuse tied to the temporary foreign worker job situation, consider the federal reporting route for abuse (with privacy protections described by the government).
Legal Disclaimer
This article is for general information only and is not legal advice. We are not the Government of Canada, and this is not an official government website. For official guidance, always rely on Canada.ca, provincial government, and your applicable employment standards authority.