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AODA Resources

Resources on issues of accessibility and the Accessibility for Ontarians with Disabilities Act (AODA)

Accessible Information at Work

Under the Employment Standard of the AODA, employers must provide accessible information to workers with disabilities through accessible formats or communication supports upon request.

Accessible information should include:

  • Documents or announcements available to every worker in an organization, such as:
    • Company newsletters
    • Health and safety information
    • Announcements of policy updates
    • Memos or word-of-mouth details about workplace social activities
  • What a worker needs to do their job, such as:
    • Presentations or videos

Return to Work Plans for Ontario Workplaces

The Employment Standard under the AODA states that all public sector organizations, and private or non-profit organizations with fifty or more workers, must develop and document a process for writing return to work plans.

Return to work plans are written documents that provide support for workers who have been absent from work because of a disability and who need disability-related accommodations when they return to work. Workers can have return to work plans if their illness or injury is not covered by the return to work process under a different law, such as the Workplace Safety and Insurance Board (WSIB).

Funding for Workplace Accommodations in Ontario

Under the Ontario Human Rights Code and the Employment Standard of the AODA, employers are required to accommodate workers with disabilities unless accommodation would create undue hardship. Some employers may choose not to hire a candidate with a disability because they fear that accommodating such a candidate would be too costly. However, this assumption is not true. This article will look at different types of funding for workplace accommodations.

Accommodating Workers who are Blind or Visually Impaired

The Employment Standard under the AODA requires employers to accommodate workers with disabilities.  This article will specifically look at accommodating workers who are blind or visually impaired and outline the kinds of accommodations workers might need. Individual workers will know which accommodations will be most helpful for them.

Accommodating Workers with Physical or Mobility Disabilities

Under the employment standard of the AODA, employers must accommodate workers who have physical or mobility disabilities. Employers and coworkers can easily learn how to make the workplace accessible for workers with physical or mobility disabilities, such as spinal cord injuries, amputations, and muscular or neurological conditions that affect mobility.

Workers will be able to explain what their individual needs are and which accommodations, if any, they require.