What do I have to write in my statement of facts for a harassment complaint?
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Short answer
What the form itself asks for, section by section. The CNESST publishes a separate document · in French, « Harcèlement psychologique ou sexuel : version des faits de la personne salariée » (document 5074, five pages) · whose first section covers the context: your history with the employer and the events that led to the situation being reported. The document is an exhibit, not a recourse: the time limit is the one attached to the complaint it accompanies, two years from the last incidence of the behaviour (s. 123.7 ALS).
In detail
The document says what it expects and in what order: identification, then a first section on context · the person's history with the employer and the events that led to the situation being reported · then the sections given over to the account of the events. It provides for the case where the space runs out, inviting the person to add the further information in a separate document filed with the complaint.
The form makes a confidentiality commitment in its own words: the employee's statement of facts is treated confidentially and is not sent to the employer or to the employer's representatives.
It also carries a warning about another regime, where confidentiality is not the same: a person who believes they suffered a work accident causing psychological injury must approach the occupational health and safety side of the CNESST to make a claim, and every document supplied to that side, as part of a work accident claim, may be sent to the employer or the employer's representatives if they ask for it. Two files, two rules on disclosure.
The time limit does not belong to the form, which states none: it belongs to the complaint. The CNESST puts it this way: "To be admissible, the complaint must be filed within 2 years of the date of the last incident of harassment." Its starting point is the last incidence of the conduct · which is why the date of each event matters as much as the account of it. The recourse itself is opened by s. 123.6 ALS: "An employee who believes they have been the victim of psychological harassment may file a complaint in writing with the Commission."
What to document
The date each decision was RECEIVED · that is what starts the time limits, not the date printed on the letter. The pay slip, written by the employer and whose minimum content the law sets. The actual hours worked. And every written exchange, with its timestamp: a day where everything went normally is a non-event that nothing records for you.
Put your facts in writing, free. Writing your version down early, keeping your documents dated and preparing your questions for a lawyer: the tool is there to document, never to advise.
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And to put it in order: our free tools · number your exhibits, set your facts in date order, request a copy of your file. No account, and nothing leaves your browser.
Official sources
- art. 123.7 de la Loi sur les normes du travail (RLRQ c N-1.1) · read on 2026-08-09
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What this page is not
This is general legal information about the law of Quebec and Canada, dated and sourced. It is not legal advice, not a strategy, and not a prediction about the outcome of a case. In Quebec, only lawyers and notaries may give legal advice (Act respecting the Barreau du Québec, ss. 128 and 133). Laws and amounts change: the official source always prevails over us.