Accessibility For Ontarians With Disabilities Act (AODA)

The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) became law on June 13, 2005. Under this landmark legislation, the government of Ontario has developed mandatory accessibility standards that identifies, removes, and prevents barriers for people with disabilities.

Accessibility rules for businesses and non-profits

The rules and deadlines businesses and non-profits must follow to meet accessibility standards in Ontario. The rules you need to follow depend on the type and size of your organization. You are exempt if you are self-employed and do not have employees.

As of January 1, 2016 every private sector organization will have new obligations under the Integrated Accessibility Standards (“IAS”) of the AODA

Small Organizations (fewer than 50 employees in Ontario)

Training

Ensure training on the IAS and Human Rights Code is provided to: (a) employees and volunteers, (b) persons involved in developing policies and (c) persons who provide goods, services or facilities on the organization’s behalf.

Accessible Feedback

Ensure existing processes for receiving and responding to feedback from employees, the public and clients are accessible to persons with disabilities

Large Organizations (50 or more employees in Ontario)

Accessible Formats and Communication Support

  • Upon request, make information accessible by providing or arranging accessible formats and/or communication supports

Recruitment/Assessment/Selection

  • Notify employees, public, and applicants about accommodation during recruitment
  • Upon request, provide and arrange accommodation in consultation with persons with disabilities
  • Inform successful applicants about policies for accommodation

Accommodation during employment

  • Advise employees of policies that support employees with disabilities
  • Upon request make accessible information (a) required to perform the job; and (b) generally available in the workplace
  • Establish a written process for the development of individual accommodation and return to work plans
  • Take into account accessibility needs of employees regarding:
    • performance management
    • career development and advancement
    • re-deployment