Employment is one of the seven prohibited areas under the Nova Scotia Human Rights Act. Human-rights obligations can affect recruitment, workplace rules, accommodation, harassment, discipline and termination when treatment is connected to a protected characteristic.
Sources checked September 29, 2026.
Hiring and access to work
Job advertisements, interview questions, screening criteria and hiring decisions can raise human-rights issues where a protected characteristic influences access to employment.
Terms, discipline and dismissal
Pay, assignments, promotion, scheduling, performance management, discipline and dismissal can also be examined under the Act when connected to a protected characteristic.
Accommodation
Employers must consider accommodation needs connected to protected characteristics to the point of undue hardship. Employees also have responsibilities to communicate needs and participate in the process.
Harassment and other workplace laws
Employers should provide workplaces free from discrimination and human-rights harassment. Labour standards, occupational health and safety, collective agreements and employment contracts can create additional rights or procedures.
Official sources
- Nova Scotia Human Rights Commission — information for employers
- Nova Scotia Human Rights Commission — protected characteristics and prohibited areas
- Nova Scotia Human Rights Commission — duty to accommodate
- Nova Scotia Legislature — Human Rights Act