Free AODA compliance checklist and 2026 report readiness tool

Has the Ontario employee count and organization category been checked?

Use the peak number employed at one time in the previous 12 months, including Ontario full-time, part-time, seasonal and employee contract positions. Exclude workers outside Ontario, volunteers and genuine independent contractors. Do not add peaks from different dates.

Evidence: A dated headcount calculation and category check, without personal employee data.

Example: A business with 12 full-time and 9 part-time Ontario employees at its peak counts 21, not 12 full-time equivalents.

Next step: Check payroll and worker classification. Confirm uncertain contractor arrangements before using a reporting threshold.

Type: preparation. Ontario: guide to accessibility compliance for industry — Count your employees

Is the 2026 official accessibility report being prepared by an authorized certifier?

Ordinary Ontario businesses and non-profits with 20 or more employees must file by December 31, 2026. The report does not replace implementing the requirements. This tool does not submit the government report.

Evidence: A responsible certifier, government portal access, business details and evidence supporting accurate answers.

Example: Operations prepares the evidence; a person authorized to bind the organization certifies through Ontario’s official portal.

Next step: Use Ontario’s current reporting instructions and answer truthfully. Do not describe this action-plan PDF as the official report.

Employee threshold for this check: 20. Type: preparation. Ontario: completing your accessibility compliance report — Business/non-profit reporting and certifier

Will the filed accessibility report and confirmation be retained and the report made publicly available?

Retaining the official confirmation supports follow-up. The AODA requires an obligated organization’s accessibility report to be made available to the public; keep its contents accessible on request.

Evidence: The actual submitted report, confirmation and public access arrangements—not this tool’s PDF.

Example: Keep the government confirmation with the submitted report and tell requesters how to obtain the report.

Next step: After filing, save the actual government record and establish public access to the report.

Employee threshold for this check: 20. Type: preparation. Ontario: completing your accessibility compliance report — After submitting; AODA, 2005 s. 14(2)

Are accessibility policies implemented and maintained?

Covered organizations need policies governing how they meet applicable accessibility requirements. Merely downloading policy wording does not implement it. The same 50+ written-policy rule does not apply to small businesses/non-profits.

Evidence: Policies used in practice, staff instructions and a person responsible for updates.

Example: A small company explains how accommodation and accessible service requests reach the right person.

Next step: Identify barriers and current practices, establish the policies, communicate them and implement them.

Type: requirement. Ontario: how to create an accessibility plan and policy — IASR s. 3

Are written policies and the accessibility commitment publicly available and accessible on request?

Businesses/non-profits with 50+ Ontario employees must document their policies, include a commitment to meeting disability-related accessibility needs promptly, make the documents publicly available and provide accessible formats on request.

Evidence: Current written policies, statement of commitment, public access method and accessible-format process.

Example: Publish an accessible policy page and provide another suitable format when requested.

Next step: Finalize and implement the policy documents; confirm public access rather than assuming a private HR folder is sufficient.

Employee threshold for this check: 50. Type: requirement. Ontario: how to create an accessibility plan and policy — IASR s. 3(2)–(3)

Is a written multi-year accessibility plan implemented, published where there is a website, and reviewed at least every five years?

For 50+ businesses/non-profits, the plan must explain the strategy to remove/prevent barriers and meet requirements. Post it on the organization’s website, if any, and provide accessible formats on request. An annual public-sector progress-report rule should not be assumed to apply to ordinary businesses.

Evidence: An implemented multi-year plan, actions, responsibilities, review date and website/access arrangements.

Example: A plan assigns HR recruitment changes and website remediation milestones to named departments.

Next step: Build actions from actual identified barriers, assign owners and dates, implement the plan and schedule its review.

Employee threshold for this check: 50. Type: requirement. Ontario: how to create an accessibility plan and policy — IASR s. 4(1)

Have employees, volunteers, policy developers and others providing goods, services or facilities on your behalf received relevant training?

Training must address the accessibility requirements relevant to duties and the disability-related Ontario Human Rights Code provisions. Customer-service training also applies. Outsourcing service does not automatically remove the organization’s responsibilities.

Evidence: A role-to-training matrix and evidence that relevant people, including new starters and people acting on your behalf, were trained.

Example: HR receives recruitment training; reception learns service-animal and accessible-communication procedures.

Next step: Identify the people and duties involved and arrange role-appropriate accessibility and human-rights training.

Type: requirement. Ontario: how to train your staff on accessibility — IASR s. 7 and s. 80.49

Is training provided as soon as practicable and updated when relevant policies change?

Training is ongoing: people new to relevant duties need it, and policy changes must be addressed. There is not a blanket AODA rule requiring every worker to purchase a new annual certificate.

Evidence: Onboarding arrangements, training dates and a process to communicate policy changes.

Example: A new recruiter is trained promptly and receives an update when interview accommodation procedures change.

Next step: Schedule training for new duties and changed policies; do not substitute a purchased certificate for appropriate training.

Type: requirement. Ontario: how to train your staff on accessibility — IASR s. 7(3)–(4) and s. 80.49(3)–(4)

Are the required training records retained?

A business/non-profit with 50+ Ontario employees must keep training records, including dates and the number of people trained. Recording names and topics helps trace coverage; do not record medical details in the log.

Evidence: Training log with dates, participants or attendance reference, count and topics.

Example: An induction log records the session date, 12 attendees and the roles covered.

Next step: Consolidate attendance evidence and establish a maintained training register.

Employee threshold for this check: 50. Type: requirement. Ontario: how to train your staff on accessibility — IASR s. 7(5) and s. 80.49(5)

Are accessibility features considered when designing, buying or acquiring self-service kiosks?

Private businesses/non-profits must have regard to accessibility for self-service kiosks. A kiosk may be a check-in, payment or ticketing terminal. If none is acquired or designed, explain that situation rather than marking the entire accessibility program exempt.

Evidence: Purchasing/design review or a reason that no self-service kiosks are involved.

Example: Assess reach, controls, audio and screen access before buying a reception check-in terminal.

Next step: Ask suppliers about accessibility and record the features considered before procurement.

Type: requirement. Ontario: accessibility rules for businesses and non-profits — IASR s. 6(2), (5)

Do service practices respect dignity, independence, integration and equal opportunity, including accessible communication?

Accessible customer service applies when serving the public or other third parties, including other businesses. Staff must consider the person’s disability when communicating. A B2B-only business is not automatically exempt.

Evidence: Service instructions and examples of responding to different communication needs.

Example: A supplier offers to explain a complicated order form verbally when requested.

Next step: Train the relevant team and agree on practical alternatives with the person.

Type: requirement. Ontario: how to make customer service accessible — IASR s. 80.46(2), paras. 1–4

Do policies permit disability-related assistive devices and explain available alternatives where needed?

Policies must address people’s use of their own assistive devices and other measures that enable access to goods, services or facilities. Assess genuine safety concerns individually rather than applying a blanket exclusion.

Evidence: Device policy and the equipment or alternatives actually available.

Example: Make room for a mobility aid at a counter instead of asking the person to leave it elsewhere.

Next step: Identify barriers and explain how staff will support assistive-device use.

Type: requirement. Ontario: how to make customer service accessible — IASR s. 80.46(3)

Are service animals welcomed in relevant premises, with lawful exclusions and alternative access handled correctly?

Service animals are not limited to guide dogs. Where the premises rules apply, allow the animal unless another law excludes it. When excluded by law, provide another way to access the service. Do not demand a generic purchased service-animal certificate.

Evidence: Premises procedure, actual legal exclusions if any, and alternative access arrangements.

Example: An office meeting with a supplier and service animal is moved from a legally restricted food-preparation area to an accessible meeting room.

Next step: Check actual premises restrictions and train staff on identification and alternatives using Ontario’s guidance.

Type: requirement. Ontario: how to make customer service accessible — IASR s. 80.47(1)–(3)

Are support persons allowed, fees disclosed in advance, and any compulsory support-person decision properly assessed?

Where the premises rules apply, allow the person to access their support person. Requiring a support person needs consultation, evidence-based health/safety necessity and no other reasonable protection. Waive the support person’s admission fee when your organization requires their presence.

Evidence: Procedure for access, admission-fee notices and assessment of any compulsory support-person decision.

Example: A venue explains fees in advance and does not automatically require every disabled visitor to bring a companion.

Next step: Check the policy and any fee notices; do not impose an unsupported blanket rule.

Type: requirement. Ontario: how to make customer service accessible — IASR s. 80.47(4)–(7)

Is there a process to notify people of temporary disruptions to disability-related facilities or services?

Where people with disabilities normally rely on particular facilities/services, disruption notices must give the reason, expected duration and available alternatives. Plan how notices will reach affected users.

Evidence: A notice procedure and a completed or blank disruption notice with the necessary fields.

Example: An elevator outage notice explains the anticipated repair time and an available alternative meeting arrangement.

Next step: Prepare a notice and assign responsibility for publishing it promptly when a disruption occurs.

Type: requirement. Ontario: how to make customer service accessible — IASR s. 80.48

Can people give accessible customer-service feedback, and does the process explain how complaints are handled?

Providers must receive and respond to feedback about accessible service, make the process information readily available, and arrange accessible formats/supports on request.

Evidence: Published feedback channels, complaints steps and a way to provide communication support.

Example: A customer can submit feedback by telephone instead of a form they cannot use.

Next step: Publish accessible contact routes and define receipt, response and complaint handling.

Type: requirement. Ontario: how to make information accessible — IASR s. 80.50 and s. 11

Are required customer-service documents available on request with public notice and accessible delivery?

At 50+ employees, document the policies, training process, feedback process and relevant disruption arrangements required by the customer-service standard. Notify people of document availability and provide suitable accessible formats/supports promptly at no greater cost.

Evidence: Current required documents, public availability notice and accessible request process.

Example: A website notice explains how to request the accessible-service policy in large print.

Next step: Check each required document and ensure request handling works, not merely a website link.

Employee threshold for this check: 50. Type: requirement. Ontario: how to make customer service accessible — IASR ss. 80.46–80.51

Are existing feedback processes accessible to people with disabilities?

Organizations with feedback processes must provide or arrange accessible formats and communication supports on request and notify the public of that availability. This includes existing employee feedback processes, not only customer complaints.

Evidence: A feedback-access statement and an alternative submission/response route.

Example: An employee can provide workplace feedback through a suitable supported conversation rather than an inaccessible survey.

Next step: Check the feedback routes in use and publish how to request an accessible option.

Type: requirement. Ontario: how to make information accessible — IASR s. 11

Can people request accessible formats or communication supports, with consultation, timely delivery and no higher charge?

Consult the requester on suitability; provide/arrange the accessible format or support in a timely manner considering the disability-related need, at no more than the regular cost. Notify the public that this help is available. There are specific scope exceptions; do not assume that every item can simply be declared unconvertible.

Evidence: Public notice, contact route, request handling steps and examples of suitable delivery.

Example: A person asks for a large-print service guide and the team agrees on a usable format and delivery timing.

Next step: Publish the notice, assign a contact and make arrangements with the person; escalate uncertain exceptions.

Type: requirement. Ontario: how to make information accessible — IASR ss. 9 and 12

Is publicly available emergency or public-safety information provided accessibly on request?

When the organization prepares emergency procedures, plans or public-safety information and makes it public, it must provide an accessible format or appropriate communication support on request as soon as practicable.

Evidence: An inventory of public safety information and arrangements for accessible requests.

Example: A visitor receives an accessible version of the venue’s published evacuation information.

Next step: Identify public safety materials and prepare a fast accessible-request route.

Type: requirement. Ontario: how to make information accessible — IASR s. 13

Has the scope of the public-website requirement been checked, including control and content dates?

For 50+ businesses/non-profits, section 14 concerns public websites controlled directly or through a contractual relationship and web content published after January 1, 2012. Internal websites have different treatment. No public website does not remove accessible-format or human-rights duties.

Evidence: Website inventory, ownership/contracts, content dates and a documented applicability assessment.

Example: The company checks its hosted public recruitment site rather than assuming outsourcing makes it exempt.

Next step: Identify controlled public sites and applications and confirm scope with the web team.

Employee threshold for this check: 50. Conditional scope: website. Type: requirement. Ontario: how to make websites accessible — IASR s. 14; who must comply

Has actual website testing and remediation addressed the required WCAG 2.0 AA criteria?

The applicable Ontario requirement is WCAG 2.0 Level AA, excluding success criteria 1.2.4 (live captions) and 1.2.5 (pre-recorded audio descriptions). It is not automatically WCAG 2.2. Automated scans alone cannot establish full conformance; use manual, keyboard and assistive-technology checks too.

Evidence: A scoped assessment, issues log, manual/automated test results and remediation evidence.

Example: The team tests whether a keyboard user can submit the contact form and understand its errors, not only a scanner’s score.

Next step: Arrange a proper assessment, fix issues and retest with suitable expertise.

Employee threshold for this check: 50. Conditional scope: website. Type: requirement. Ontario: how to make websites accessible — How to comply; tips for testing

Are any website practicability or scope exceptions specifically supported, with alternatives addressed?

Do not treat cost, an old platform or a third-party supplier as an automatic exemption. Ontario explains limited scope/practicability situations. Record the actual facts and best efforts, revisit options and continue handling accessible-format requests. Human Rights Code accommodation duties are separate.

Evidence: Reasons, contracts/content dates, technical assessment, best-effort records and alternatives for any claimed exception.

Example: A specific legacy component is assessed with documented technical limitations and an accessible way to obtain its information.

Next step: Have a competent reviewer assess any exception; avoid declaring the whole website exempt without evidence.

Employee threshold for this check: 50. Conditional scope: website. Type: requirement. Ontario: when public websites are not accessible — Scope/practicability categories and accommodation

Do applicants and the public know that recruitment accommodation is available?

Employers must notify employees and the public of accommodation availability for applicants with disabilities during recruitment. This does not mean asking every applicant for a diagnosis.

Evidence: Job advertisements and recruitment communications with an accommodation notice.

Example: A job advertisement invites applicants to request accommodation for the selection process.

Next step: Add a clear accommodation notice to the recruitment channels used.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 22

Are selected applicants informed of accommodation and consulted when they request it?

When individually selected for assessment or selection, applicants must be notified that accommodation is available for the materials/process. Consult on a suitable arrangement when requested.

Evidence: Interview invitations, assessment procedures and confidential handling arrangements.

Example: An applicant is offered a suitable accessible interview or assessment format after consultation.

Next step: Update invitations and ensure someone can arrange requested accommodation.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 23

Are successful applicants told about accommodation policies when an offer is made?

Employers must notify the successful applicant about policies for accommodating employees with disabilities when making an offer of employment.

Evidence: Offer letters or documented offer-stage notification.

Example: The offer email links to the employer’s workplace accommodation policy.

Next step: Include a clear policy notice in the offer process.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 24

Are staff informed of disability support policies, including new hires and policy updates?

Inform employees about disability support policies, including job accommodation. Tell new employees as soon as practicable after starting and provide updated information when the relevant policies change.

Evidence: Onboarding material, policy notices and change communications.

Example: A new starter receives the accommodation contact and process during onboarding.

Next step: Check onboarding and policy-update communication routes.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 25

Are work-related information and generally available employee information made accessible on request?

Consult the employee to provide/arrange suitable formats and communication supports for information needed to perform the job and information generally available to employees in the workplace.

Evidence: A request/consultation process and secure implementation records, without medical details entered here.

Example: An employee receives an accessible version of instructions and staff updates.

Next step: Agree with the employee on a suitable format or support and implement it.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 26

Is individualized workplace emergency information arranged when needed and known to the employer?

Provide individualized emergency response information where the disability makes it necessary and the employer is aware of the need, as soon as practicable. If assistance is required, share the information with the designated helper with the employee’s consent.

Evidence: Confidential emergency arrangements, consent where a helper is needed and review procedure. Do not enter diagnoses here.

Example: An employee and employer agree how evacuation information and assistance will be provided.

Next step: Consult the employee about emergency needs, create usable information and obtain required consent.

Type: requirement. Ontario: accessible emergency information for staff — IASR s. 27(1)–(3)

Is individualized emergency information reviewed when circumstances change?

Review the information when the employee moves to another location, when overall accommodation needs/plans are reviewed, and when the employer reviews its general emergency response policies.

Evidence: Review triggers and current confidential arrangements.

Example: HR reviews evacuation arrangements when an employee’s work location changes.

Next step: Build the three review triggers into emergency and accommodation procedures.

Type: requirement. Ontario: accessible emergency information for staff — IASR s. 27(4)

Is the required written process for individual accommodation plans in place?

At 50+ employees, the written process must address participation, individual assessment, employer-paid expert evaluation where requested by the employer, representation, privacy, reviews, reasons for a denial and accessible delivery. Actual plans identify accommodations and relevant communication/emergency arrangements.

Evidence: A written process covering all section 28 elements and securely held plans where needed.

Example: The employee participates and may request an appropriate workplace or bargaining-agent representative.

Next step: Check all eight process elements and implement confidential plan handling; do not collect medical records in this tool.

Employee threshold for this check: 50. Type: requirement. Ontario: IASR accessible employment standards — IASR s. 28

Is the disability-related return-to-work process documented and implemented?

At 50+ employees, document the process for staff absent because of disability who require accommodation to return. Outline steps and use documented individual accommodation plans. This does not replace return-to-work rights or processes under other laws.

Evidence: A documented process, responsibilities and a link to individual accommodation plans.

Example: HR and the returning employee agree on accommodation steps under the documented process.

Next step: Document the steps, integrate accommodation plans and check any separate workers’ compensation obligations.

Employee threshold for this check: 50. Type: requirement. Ontario: IASR accessible employment standards — IASR s. 29

Do any performance-management processes account for disability-related needs and accommodation plans?

If performance management is used, take the accessibility needs of employees with disabilities and any individual accommodation plans into account. AODA does not require an organization to create a performance-management system solely for this purpose.

Evidence: Manager instructions and the accommodation step within existing appraisal processes.

Example: An appraisal uses an accessible meeting format and considers the employee’s agreed accommodations.

Next step: Review existing performance processes and train the managers using them.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 30

Do any career-development and advancement processes account for accessibility needs and accommodation plans?

Where career development/advancement is provided, consider disability-related accessibility needs and individual accommodation plans. This includes additional responsibilities and movement to a role with more responsibility or pay.

Evidence: Accessible development opportunities and manager guidance.

Example: An employee can access the training needed to compete for an advancement opportunity.

Next step: Check how development opportunities are communicated and delivered.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 31

Does any redeployment process account for accessibility needs and accommodation plans?

Where redeployment is used as an alternative to layoff because a job or department is eliminated, consider affected employees’ accessibility needs and individual accommodation plans.

Evidence: Redeployment procedure with an accommodation review step, or a reason no such process is used.

Example: HR considers existing accommodations when moving a worker to another department instead of layoff.

Next step: Add accommodation review to any existing redeployment process.

Type: requirement. Ontario: IASR accessible employment standards — IASR s. 32

Are identified actions assigned and followed through using actual evidence?

This is a preparation aid, not an additional statutory filing requirement. A policy, training log or action plan only helps if the organization implements the actual requirements.

Evidence: Owners, meaningful dates and evidence locations for actions; no sensitive employee information.

Example: HR owns training gaps while the web team owns remediation and retesting.

Next step: Prioritize immediate access barriers, assign responsible roles, implement changes and record completion evidence.

Type: preparation. Ontario: accessibility rules for businesses and non-profits — Preparation aid supporting applicable requirements

Has a specialist checked which transportation requirements apply to your actual services?

Conventional/specialized transport, school transport, ferries, taxis and public-sector transportation have distinct rules. Selecting this activity does not establish that every transportation requirement applies or that this core checklist covers them.

Evidence: A service-specific applicability review and separate transport compliance evidence.

Example: A school transportation operator checks the relevant school-transport provisions rather than using only office HR questions.

Next step: Use Part IV of the IASR and an appropriate specialist. Keep this scope unresolved until separately reviewed.

Conditional scope: transport. Type: specialist. Ontario: Integrated Accessibility Standards, O. Reg. 191/11 — Part IV, ss. 33–80

Have education/training resource and educator-training requirements been checked for your institution or activities?

Certain educational/training institutions and producers have additional accessible-resource, student-information, library and educator-training duties. These are not a blanket obligation on every employer that runs internal training.

Evidence: A specific Part II review, accessible-resource arrangements and educator training evidence where applicable.

Example: A qualifying training institution checks accessible course resources and educator training separately.

Next step: Check sections 15–18 and your actual institutional role; arrange a specialist assessment where needed.

Conditional scope: education. Type: specialist. Ontario: Integrated Accessibility Standards, O. Reg. 191/11 — Part II, ss. 15–18

Have the library-specific rules and exceptions been reviewed for your type of library?

Public libraries and educational/training libraries have different duties and exceptions for accessible resources. An ordinary company’s internal document folder is not automatically a public library.

Evidence: A role-specific library assessment and accessible resource process.

Example: A qualifying institutional library checks section 18 rather than assuming the public-library section applies.

Next step: Review the applicable section 18 or 19 requirements separately.

Conditional scope: library. Type: specialist. Ontario: Integrated Accessibility Standards, O. Reg. 191/11 — Part II, ss. 18–19

Has the planned construction or redevelopment been checked against the correct public-space and building rules?

Design of Public Spaces requirements concern specified newly constructed/redeveloped elements with different triggers, exceptions and small/large-organization rules. Building Code requirements are separate. This tool does not certify dimensions, permits or construction compliance.

Evidence: A project-specific applicability/design review, current legal references and professional advice as needed.

Example: Before changing a service counter or parking area, the organization checks the applicable element-specific standards and building requirements.

Next step: Review current Part IV.1 and building requirements with a qualified project adviser before work. Do not rely on a generic checklist for design approval.

Conditional scope: public-spaces. Type: specialist. Ontario: how to make public spaces accessible — IASR Part IV.1; separate Building Code requirements

Is the AODA reporting deadline December 31, 2026?

Yes, for covered businesses and non-profits with 20 or more Ontario employees. Applicable accessibility duties are already ongoing. Designated public-sector organizations follow a different reporting cycle.

Do employers with fewer than 20 employees have AODA duties?

Yes. The ordinary reporting exemption does not remove applicable accessibility requirements. The tool separates the filing threshold from ongoing policies, training, accessible service and employment checks.

Does this tool file my report with Ontario?

No. It creates a self-reported preparation and action pack. An authorized person must review and certify the actual report through Ontario’s official Accessibility Compliance Reporting Portal.

Is the tool and its PDF free?

Yes. All on-screen results are free without contact details. Enter a professional email address to request the PDF. No payment, account or automatic marketing subscription is required.

Does a ready result certify legal compliance?

No. Results reflect your answers and do not independently inspect records or certify accessibility. Uncertain coverage, specialist requirements and actual implementation need appropriate follow-up.

Is this an automated website accessibility audit?

No. The website checks help organize scope, assessment and remediation evidence. An automated scan alone cannot establish full website conformance or organization-wide AODA compliance.