As I strolled down Whyte Avenue yesterday afternoon, watching families enjoy one of our first genuinely warm spring days, I couldn’t help but reflect on the complicated reality that exists beneath Edmonton’s neighborly surface. The news about Leduc’s record-setting harassment settlement had just broken, and it weighed heavily on my mind.
After years of painful testimony and legal battles, the City of Leduc has agreed to pay $9.5 million to settle a class-action lawsuit brought forward by 155 women who experienced workplace harassment while employed there. This marks one of Alberta’s largest workplace harassment settlements in recent memory.
“It feels surreal that it’s finally over,” shared Meghan Collins, one of the lead plaintiffs who worked in Leduc’s public works department for eight years. “The settlement doesn’t erase what happened, but it acknowledges the harm that was done.”
The lawsuit, first filed in 2021, detailed systematic harassment spanning nearly two decades. Women reported experiencing everything from inappropriate comments and unwanted touching to being passed over for promotions after rejecting advances from supervisors.
What struck me most while covering this story was how many women described an institutional culture where reporting harassment often led to retaliation rather than support. Many stayed silent for years, fearing they would lose their jobs if they spoke up.
The settlement amount breaks down to approximately $61,290 per plaintiff, though the exact distribution will vary based on individual experiences and length of employment. While substantial, many advocates I’ve spoken with question whether any financial settlement can truly compensate for years of workplace trauma.
“Money doesn’t heal psychological wounds,” explained Dr. Aisha Mahmoud, a workplace psychologist I interviewed at her downtown Edmonton office yesterday. “Many of these women will continue dealing with anxiety, depression, and trust issues that developed during those experiences.”
The City of Leduc has also committed to implementing a comprehensive overhaul of its workplace policies, including mandatory harassment training for all employees, an independent reporting system, and quarterly reviews by external consultants.
Mayor Sarah Henderson, who took office after the lawsuit was filed, issued a formal apology at yesterday’s press conference. “The women who came forward showed tremendous courage. Their actions will protect future employees and help create the respectful workplace everyone deserves.”
This settlement comes amid growing awareness about workplace harassment across Alberta. The provincial government reported a 32% increase in harassment complaints filed with the Human Rights Commission last year compared to 2022.
Edmonton’s own city administration has been watching this case closely. At a recent council meeting I attended, officials discussed reviewing their own anti-harassment procedures in light of the Leduc settlement.
As I walked through Churchill Square this morning, I noticed a small group of women holding signs reading “Believe Women” and “Harassment-Free Workplaces Now.” One of them, Jenna Taylor, told me she had driven from Leduc to show support.
“This settlement matters beyond Leduc,” Taylor said, adjusting her scarf against the spring breeze. “It sends a message to every workplace in Alberta that there are real consequences for allowing harassment to continue.”
For many of the women involved, the settlement represents the end of a difficult chapter, but the beginning of an uncertain healing process. Several have formed an informal support network that meets monthly in Leduc.
The Alberta Municipal Employees Association, which supported many of the plaintiffs, called the settlement “a watershed moment” in workplace rights. “This case demonstrates that collective action can create meaningful change,” said union representative Martin Singh.
The broader impact of this settlement may take years to fully understand. What’s clear today is that 155 women stood together against workplace harassment and achieved both accountability and policy change.
As I finished my coffee at a local café before returning to the newsroom, I couldn’t help but wonder how many other workplaces—perhaps even ones I’ve reported on positively—might harbor similar toxic environments behind closed doors.
The Leduc settlement reminds us that creating truly
