Canadian Human Rights Act (R.S.C., 1985, c. H-6)

Marginal note:Denial of commercial premises or residential accommodation

6. It is a discriminatory practice in the provision of commercial premises or residential accommodation

• (a) to deny occupancy of such premises or accommodation to any individual, or

• (b) to differentiate adversely in relation to any individual,

on a prohibited ground of discrimination.

Marginal note:Employment

7. It is a discriminatory practice, directly or indirectly,

• (a) to refuse to employ or continue to employ any individual, or

• (b) in the course of employment, to differentiate adversely in relation to an employee,

on a prohibited ground of discrimination.

Marginal note:Employment applications, advertisements

8. It is a discriminatory practice

• (a) to use or circulate any form of application for employment, or

• (b) in connection with employment or prospective employment, to publish any advertisement or to make any written or oral inquiry

that expresses or implies any limitation, specification or preference based on a prohibited ground of discrimination.

Marginal note:Employee organizations

• 9. (1) It is a discriminatory practice for an employee organization on a prohibited ground of discrimination

  • (a) to exclude an individual from full membership in the organization;

  • (b) to expel or suspend a member of the organization; or

  • (c) to limit, segregate, classify or otherwise act in relation to an individual in a way that would deprive the individual of employment opportunities, or limit employment opportunities or otherwise adversely affect the status of the individual, where the individual is a member of the organization or where any of the obligations of the organization pursuant to a collective agreement relate to the individual.

• (2) [Repealed, 2011, c. 24, s. 165]

• (3) [Repealed, 1998, c. 9, s. 12]

Marginal note:Discriminatory policy or practice

10. It is a discriminatory practice for an employer, employee organization or employer organization

• (a) to establish or pursue a policy or practice, or

• (b) to enter into an agreement affecting recruitment, referral, hiring, promotion, training, apprenticeship, transfer or any other matter relating to employment or prospective employment,

that deprives or tends to deprive an individual or class of individuals of any employment opportunities on a prohibited ground of discrimination.