# Can I sue the Canadian federal government for discrimination at my job?

- Jurisdiction: Canada
- Practice area: Employment Law
- Published: 2026-10-26
- Last updated: 2026-10-26
- Canonical: https://lawasked.com/ca/employment-law/can-i-sue-canadian-federal-government-discrimination-my

## Question

I have been working as a junior administrative assistant for a federal department in Ottawa, Ontario, for about eighteen months now. My pay cheque has always been consistent, but lately, things have become very difficult. Since last November, my supervisor has been making constant, disparaging remarks about my religious practices during our weekly team meetings. I have tried to resolve this internally by speaking with our human resources manager three separate times between December and February, but they simply told me that because I am working for a branch of the federal government, there is nothing they can do to change the supervisor's behaviour. They claimed that the rules for regular private companies don't apply to them because they represent the Crown. I am feeling very unsupported and stressed about my future here. I want to know if the same human rights protections that apply to a small local shop also apply to my employer, given that they are part of the Canadian government, or if they are somehow exempt from being held accountable for this kind of unfair treatment.

## Summary

Yes, you can hold the federal government accountable. The Canadian Human Rights Act is "binding on Her Majesty in right of Canada" [cite:ca-human-rights-act-sec66], meaning the federal government must follow the same human rights rules as private employers.

## Analysis

Your HR manager is incorrect. The rules for private companies do apply to your employer because the federal government is not exempt from these protections. Under the law, the Canadian Human Rights Act is "binding on Her Majesty in right of Canada" [1]. This means the federal government must obey the same human rights standards as any other employer. 

Because you are experiencing disparaging remarks about your religious practices, this may constitute a discriminatory practice. The law states that it is a discriminatory practice "in matters related to employment, to harass an individual on a prohibited ground of discrimination" [2]. Harassment is defined as unwanted conduct that targets someone based on protected characteristics like religion. Furthermore, the law prohibits an employer from acting in a way that would "differentiate adversely in relation to an employee, on a prohibited ground of discrimination" [3]. This refers to treating an employee poorly or unfairly because of who they are or what they believe.

In your case, the supervisor's comments about your religious practices during team meetings since last November appear to fall under these protections. While the law allows for certain exceptions, such as when an action is a "bona fide occupational requirement", it is highly unlikely that making disparaging remarks about a religion is a necessary part of your job as a junior administrative assistant. 

It is important to note that while the federal government is bound by this Act, the specific process for resolving your grievance depends on whether your specific department has internal mechanisms that must be exhausted first. State, provincial, or local laws may also apply to different types of employment, so you should check which jurisdiction governs your specific contract.

## Statutory citations

- Canadian Human Rights Act, R.S.C., 1985, c. H-6, s. 66 - Binding on Her Majesty [in force] (https://laws-lois.justice.gc.ca/eng/acts/H-6/index.html#s-66)
  > This Act is binding on Her Majesty in right of Canada
- Canadian Human Rights Act, R.S.C., 1985, c. H-6, s. 14 - Harassment [in force] (https://laws-lois.justice.gc.ca/eng/acts/H-6/index.html#s-14)
  > in matters related to employment, to harass an individual on a prohibited ground of discrimination
- Canadian Human Rights Act, R.S.C., 1985, c. H-6, s. 7 - Employment [in force] (https://laws-lois.justice.gc.ca/eng/acts/H-6/index.html#s-7)
  > in the course of employment, to differentiate adversely in relation to an employee, on a prohibited ground of discrimination

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