To answer your question, I'll continue in the same vein as Mr. Thompson.
In Quebec, there is indeed an investigation process, at the end of which an investigator can give recommendations, but they are not binding. The victim won't necessarily receive anything in return, and so won't necessarily benefit from this input. This is not the purpose of recommendations, which aim, rather, to improve the workplace. In Quebec, when that doesn't work, when the employee, for whatever reason, can't return to work, there are other remedies.
Let's take the example of a non-unionized employee in Quebec. He or she can file a complaint with the Commission des normes de l'équité, de la santé et de la sécurité du travail with a view to eventually going before the Tribunal administratif du travail.
There are then recourses available to get some justice for what you've suffered. We can potentially obtain compensation for psychological harm, or a rectification of our employee file if there have been unjust disciplinary measures. It can be compensation for lost wages, in some cases, punitive damages for the employer who would really be in bad faith, for example.
So there is this somewhat restorative part—