EMPLOYMENT STANDARD (IASR)
The Employment Standard outlines the accessibility requirements that organizations must follow throughout the entire employment life cycle. This includes recruiting, hiring, accommodating, supporting employees, and ensuring accessibility in workplace practices.
The goal of this standard is to remove barriers so that people with disabilities can participate fully and equitably in the workforce.
These requirements apply to public, private, and nonprofit organizations with one or more employees in Ontario.
Why This Standard Matters
Employment barriers can prevent individuals with disabilities from obtaining meaningful work, accessing equal opportunities, or progressing in their careers. The Employment Standard ensures fairness, accommodation, and equal participation at every stage of employment.
By adopting accessible practices, organizations create more inclusive workplaces, strengthen their workforce, and support employees’ well-being and productivity.
What This Standard Covers
This IASR standard includes accessibility obligations in the following areas:
- Recruitment and hiring
- Workplace accommodations
- Employee communication and information
- Return-to-work processes
- Performance management
- Career development and advancement
- Redeployment
Key Requirements for Organizations
1. Recruitment and Job Postings
Organizations must inform job applicants that:- Accommodations are available during the hiring process
- Interviews, assessments, and selection procedures can be adjusted to meet accessibility needs
2. Accessible Selection Processes
If an applicant requests accommodation, organizations must consult with them and provide suitable adjustments.3. Offers of Employment
Successful applicants must be notified of the organization’s accommodation policies.4. Workplace Information and Communication
Organizations must provide information needed for employees to perform their job in accessible formats, including:- Job descriptions
- Health and safety information
- Workplace policies
- Task instructions
5. Documented Accommodation Plans
Employees with disabilities may require individualized accommodation plans. These plans must:- Be developed in consultation with the employee
- Outline supports, adjustments, and emergency measures
- Be reviewed and updated regularly
6. Return-to-Work Process
Organizations must have a documented process to help employees with disabilities return to work after an absence. The process must support accommodations and reintegration.7. Performance Management
Performance evaluations must consider employees’ accommodation needs and be conducted in accessible formats when required.8. Career Development and Advancement
Organizations must provide equal opportunities for training, promotions, and development while considering individual accommodation needs.9. Redeployment
When reassigning employees, employers must ensure that accommodations continue to be respected. Examples of Compliance in Action
- Including an accessibility statement on job postings
- Offering written, verbal, or alternative-format interview questions
- Providing ergonomic equipment or modified workspaces
- Giving employees screen-reader-friendly versions of safety documents
- Reviewing accommodation plans during performance discussions
- Developing return-to-work plans that outline gradual reintegration steps
Common Mistakes to Avoid
- Not informing applicants that accommodations are available
- Providing interview accommodations only after complaints
- Forgetting to update accommodation plans during role changes
- Relying solely on verbal communication for important workplace information
- Ignoring accessibility needs during performance evaluations
- Failing to include accessibility considerations in promotion decisions