PeopleVantage · Ontario Early access
Ontario changes employment law every year. Your policies should keep up.
Find out in 60 seconds which written policies Ontario requires of your business, then get every one of them drafted with your company's details, stored in your vault, and signed by your team from their phones.
Free 60-second check
See exactly what Ontario requires of your business. No email needed.
What Ontario Expects
The dates and thresholds that matter.
Dec 31, 2026
AODA accessibility compliance report due for organizations with 20+ employees (every 3 years).
Since Jan 1, 2026
Job postings from employers with 25+ employees must show a pay range, disclose AI screening, say whether the job is vacant, and not require "Canadian experience". Interviewed applicants must hear back within 45 days.
Before every March 1
Employers with 25+ employees on January 1 need written right-to-disconnect and electronic-monitoring policies in place.
Every year
Workplace violence and harassment policies must be reviewed at least annually.
What We Cover
Ontario requirements we track
Each one is drafted from the legislation, filled in with your details, and kept current.
Occupational Health & Safety Policy
With 6 or more workers, your health and safety policy must be written, posted in the workplace (on paper or in a readily accessible electronic format), and reviewed at least once a year.
- Required at 6+ employees; recommended below 6.
- Review at least once a year. Post it where workers will see it, or electronically where they can readily access it at work.
Workplace Violence Policy & Program
Every employer needs a workplace violence policy and program. With 6 or more workers it must be in writing and posted (on paper or in a readily accessible electronic format). You must also assess the risk of violence and reassess it as often as needed.
- Always required.
- Review at least once a year. Reassess the risk of violence whenever circumstances change.
Workplace Harassment Policy & Program
Every employer needs a workplace harassment policy (including sexual harassment) and a written program that explains how to report, how you investigate, and how results are shared, and must give workers information and instruction on both. Since October 2024 it must also cover harassment that happens virtually: email, messaging, video calls and social media. With 6 or more workers the policy must also be posted, on paper or electronically. Keep investigation records for at least one year after each investigation ends.
- Always required.
- Review at least once a year.
Disconnecting from Work Policy
Employers with 25 or more employees on January 1 must have this written policy in place before March 1 of that year, give every employee a copy within 30 days, and keep copies for 3 years.
- Required at 25+ employees; not shown below 25.
- Check your headcount every January 1. Give new hires a copy within 30 days of starting.
Electronic Monitoring Policy
Employers with 25 or more employees on January 1 need a written policy, before March 1, that says how, in what circumstances and for what purposes employees are electronically monitored.
- Required at 25+ employees (whether or not the employer monitors); not shown below 25.
- Same cycle as the disconnecting policy: in place before March 1, copies to employees within 30 days, kept for 3 years.
Accessible Customer Service Policy
Organizations with 50 or more employees must have documented accessible customer service policies and make them available to the public.
- Required unless the employer says it does not serve the public or other businesses (then recommended).
- Train new staff on it as part of onboarding and keep a record.
Accessibility Policy & Multi-Year Accessibility Plan
Organizations with 50 or more employees must document accessibility policies, including a statement of commitment, and keep a multi-year accessibility plan that is posted on their website and updated at least every 5 years.
- Required at 50+ employees; not shown below 50.
- Review and update at least once every 5 years. Post on your website.
AODA Compliance Report Prep Sheet
Organizations with 20 or more employees must file an accessibility compliance report every 3 years. The next one is due December 31, 2026. A senior officer certifies it, and false information is an offence, so this sheet maps each question on the form to the evidence that backs your answer.
- Required at 20+ employees; not shown below 20.
- File on Ontario's Accessibility Compliance Reporting Portal by December 31, 2026, then every 3 years. You'll need your 9-digit CRA business number (BN9).
Job Posting & Applicant Communication Standard
Since January 1, 2026, publicly advertised job postings from employers with 25 or more employees must include pay or a pay range (no wider than $50,000, with each part of the pay described), disclose AI used in screening, state whether the vacancy exists, and must not require Canadian experience, education or networks. Interviewed applicants must be told within 45 days after their last interview whether a decision has been made (and within 45 days of each interview if interviews are more than 45 days apart). Every version of each posting must be kept for 3 years.
- Required at 25+ employees unless the employer says it never advertises jobs publicly.
- Use it for every public posting.
New Hire Employment Information Statement
Employers with 25 or more employees (counting the new hire) must give each new employee written information before their first day, or as soon as possible after it: the employer's legal and operating names, contact details, where they will work at first, starting pay, pay period and pay day, and expected hours. Assignment employees are excluded.
- Required at 25+ employees; not shown below 25.
- Give one to every new hire, before day one where you can.
Individualized Workplace Emergency Response Plan
If you know an employee has a disability that means they need help in an emergency, you must prepare individualized emergency response information with them. Keep this form ready so you can act quickly.
- Always shown as recommended.
- Review when the employee moves, their needs change, or you update emergency procedures.
Fraudulent Job Posting Policy (job platforms)
Since January 1, 2026, anyone who runs an online platform that displays publicly advertised job postings, whatever their size, must give users a visible way to report fraudulent postings, post a written policy on how fraudulent postings are dealt with, and keep each version of that policy for 3 years after it stops being in effect.
- Required only if the employer runs an online platform that shows other employers' publicly advertised job postings.
- Keep the policy posted on the platform. Keep old versions for 3 years after they are replaced.
Required posters and notices
Give every employee a copy of Ontario's "Employment Standards in Ontario" poster within 30 days of hire (it no longer has to be posted). Post the "Health & Safety at Work: Prevention Starts Here" poster, a copy of the Occupational Health and Safety Act, and your health and safety committee members' names and work locations, either where workers will see them or in a readily accessible electronic format. If you have WSIB coverage, also post the WSIB "In case of injury at work" poster (Form 82). The Ontario posters are free from ontario.ca.
- Always required (checklist with links, no document).
- Give each new hire the employment standards poster within 30 days. Replace posted versions when a new one is issued.
How It Works
From "are we compliant?" to signed, in an afternoon.
No consultants, no binders. Four steps, most of them done for you.
Pricing
Pay once, or stay current every month.
Either way you get every required document drafted with your details, a secure vault, and employee signatures on any phone. Prices are before applicable tax.
Policy Kit
- Every required policy for Ontario, filled in with your company's details
- Download as PDF and editable Word
- Your Royson York vault, kept for as long as you have an account
- Up to 50 employee e-signatures
- Fix your details and regenerate for 30 days
- Updates when the law changes
- Your own contracts for signature
PeopleVantage Subscription
- Everything in the Policy Kit
- Documents update when the law changes, and you see who needs to re-sign
- Unlimited employee e-signatures
- Upload your own contracts and offer letters for signature
- Every province we cover, for staff in more than one
- Review reminders before annual and 3-year deadlines
- Cancel any time, and keep your signed records
Reserve early access for Ontario
Ontario templates are with our lawyer for review. Reserve a spot and we'll email you once, when it opens, with a founding-customer price.
Questions
Straight answers.
Is this legal advice?
No. PeopleVantage gives you well-drafted templates and plain-language information about what the law requires. Royson York is not a law firm. For advice about your specific situation, such as a complaint, an investigation or a dismissal, talk to an employment lawyer.
Who wrote these documents?
Royson York drafted every template directly from the legislation and regulator guidance for each province, and we only sell a province once its templates have been reviewed by a licensed lawyer. Each document shows the date the law was last checked.
What happens when the law changes?
Ontario has passed a new "Working for Workers" act every year since 2021. We check for changes every week. When a requirement changes, subscribers' documents are updated in their vault, and we show which employees need to acknowledge the new version. Policy Kit buyers see that an update is available and can upgrade.
Can employees sign on their phones?
Yes. Each employee gets a private link by email. They read the document, draw their signature with a finger, and they're done. No app, account or password. You get a signed PDF with a full audit trail: time, IP address, device and a fingerprint of the exact document they signed.
Are electronic signatures valid?
Ontario's Electronic Commerce Act, 2000, and the electronic transactions laws in British Columbia and Alberta recognize electronic signatures for documents like policy acknowledgments and most employment agreements. A few document types, such as wills and some real estate documents, need a wet signature, and they don't belong here anyway.
Can I edit the documents?
Yes. Download the Word version and make it yours. Your changes are your responsibility, so if you change anything that a law requires, have it checked.
We have staff in more than one province.
The subscription covers every province we support. A Policy Kit covers one province.
Can I cancel?
Yes, from your billing page, at any time. Your vault and signed records stay available to download.
See what Ontario requires of you.
Four questions, 60 seconds, no email needed.