Regina Employer Guide - Prevent Hiring Discrimination

Regina employers must follow provincial human rights law when recruiting and hiring. This guide explains the legal framework that applies in Regina, Saskatchewan, shows concrete steps employers can take to prevent discriminatory hiring, and points to official complaint and enforcement channels. It is written for HR staff, managers and small business owners seeking clear, practical actions to reduce legal risk and build inclusive workplaces in Regina.

Legal framework

The Saskatchewan Human Rights Code prohibits discrimination in employment on protected grounds and applies to employers operating in Regina. Employers should consult the provincial guidance and the Saskatchewan Human Rights Commission for official rules and complaint procedures. See the Commission guidance for scope and examples: Saskatchewan Human Rights Commission^[1].

Preventive policies and practices

• Write job descriptions focused on essential duties and competencies, avoiding age, marital status or other protected attributes.
• Train hiring managers on unconscious bias and equitable screening methods.
• Use structured interviews and standardized scoring to justify selection decisions.
• Document recruitment steps, selection criteria and accommodation requests to create an audit trail.
• Publish a clear internal complaint and accommodation process so applicants and staff know how to raise concerns.

Penalties & Enforcement

Employment discrimination claims in Regina are handled under provincial human rights law by the Saskatchewan Human Rights Commission and related statutory processes. The official Commission pages describe remedies, investigatory powers and enforcement options; specific monetary fines for employers are not presented in the cited guidance and so are not specified here. Consult the Commission for the exact range of remedies and orders available.Government of Saskatchewan - Human Rights^[2]

• Monetary awards or damages: details not specified on the cited page; see the Commission for current remedies.
• Non-monetary orders: reinstatement, changes to workplace practices and formal orders can be imposed by the decision-maker, as described on official pages.
• Investigation and enforcement: complaints are screened and investigated by the Saskatchewan Human Rights Commission or delegated tribunal processes.
• Complaint intake and contact: employers and complainants file complaints with the Commission; contact details and intake instructions are available from the Commission site.

Appeals, review and time limits

• The review and appeal routes for Commission decisions are described on official pages; specific statutory deadlines for appeals are not specified on the cited page.
• If you receive an order or decision, consult the Commission guidance immediately for any timelines to apply for review or judicial review.

Applications & Forms

To begin a complaint or request information, use the Saskatchewan Human Rights Commission complaint intake forms and instructions. The Commission publishes the intake process and any required forms on its site; see their complaint page for current forms and submission methods. Saskatchewan Human Rights Commission complaint intake^[1]

Common violations and examples

• Asking about family status or pregnancy during interviews when not job-relevant.
• Requiring physical attributes that are not essential to the position.
• Failing to accommodate known disabilities without exploring reasonable options.

Action steps for Regina employers

• Review and revise job postings to state essential qualifications only.
• Train hiring staff and require structured interview templates.
• Establish and publish an internal accommodation and complaint process; respond promptly to requests.
• Keep records of recruitment steps, candidate screening and accommodation offers for at least two years.

FAQ

What laws protect job applicants in Regina?

The Saskatchewan Human Rights Code protects applicants from discrimination in employment. For official scope, grounds and examples consult the provincial human rights pages and the Saskatchewan Human Rights Commission. ^[1]

How do I file a complaint about hiring discrimination?

File a complaint with the Saskatchewan Human Rights Commission following its intake process; the Commission provides complaint forms and instructions on its website. ^[1]

Can the City of Regina enforce hiring rules directly?

The City enforces municipal bylaws and internal employment policies for its own hiring, but provincial human rights complaints are handled through provincial processes. Consult City of Regina human resources or corporate policy pages for employer-specific rules.City of Regina Human Resources^[3]

How-To

1. Audit current job postings and remove non-essential requirements.
2. Adopt standardized application and interview templates with scoring rubrics.
3. Train interviewers on human rights obligations and accommodation requirements.
4. Publish an internal accommodation request form and process, and record all requests.
5. If you receive a complaint, preserve records and contact legal or HR advice promptly; consider early resolution options.

Key Takeaways

• Use neutral, job-related criteria and document decisions.
• Provide accommodations and keep clear records to reduce legal risk.
• Use official provincial resources and the Commission for complaint procedures.

Help and Support / Resources

• Saskatchewan Human Rights Commission - official site
• Government of Saskatchewan - Human Rights
• City of Regina - Human Resources

1. [1] Saskatchewan Human Rights Commission - official information on employment discrimination and complaint intake
2. [2] Government of Saskatchewan - Human Rights information and Code references
3. [3] City of Regina - Human Resources and employer policies