AODA compliance: What you need to know and how to prepare for the reporting deadline
The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) establishes and enforces accessibility standards. These standards ensure goods, services, facilities, and more are accessible to Ontarians with disabilities. People with disabilities often face daily barriers that prevent full participation in work and other aspects of society. The goal of the AODA is to remove these barriers and increase accessibility throughout Ontario.
While Ontario organizations are legally obligated to follow the AODA and its Integrated Accessibility Standards regulation (IASR), all organizations can look to Canadian human rights and accessibility legislation to inspire positive change. Though not a complete guide, the steps below will set you on the right track to achieve AODA compliance.
AODA compliance standards
By following AODA standards, organizations remove or reduce barriers. This ensures equal access to products and services for everyone, while respecting the dignity, individuality, independence, and value of people with disabilities. To achieve AODA compliance, employers must assess, review, and address barriers, provide accessible processes and formats for people with disabilities, train workers on accessibility, and more.
Organizations in Ontario with one or more employees must comply with the AODA. This includes nonprofits, private-sector businesses, and designated public sector organizations.
6 Steps to achieve AODA compliance
Step 1. Understand the obligations
An organization’s AODA requirements and reporting deadlines depend on its size and the type. For example, businesses and nonprofits with fewer than 50 employees do not have to create and maintain a multi-year accessibility plan, but those with 50 or more employees do.
https://www.ontario.ca/laws/regulation/110191Under the AODA and human rights legislation, organizations with employees must provide reasonable accommodations to people with disabilities and remain accessible to employees throughout the employment lifecycle. While the AODA complements Ontario’s Human Rights Code, it does not supersede the requirements for accessibility and accommodation described in the code.
Step 2. Create accessibility policies
The AODA requires Ontario organizations to create and maintain policies that communicate how the organization complies with AODA standards. Policies should address the requirements outlined in the IASR under the AODA, and cover expectations for:
- Customer service
- Employment
- Information and communications
- Transportation
- Design of public spaces
Organizations are only required to develop policies for the accessibility standards that apply to their business. For example, a grocery store or retail clothing store is not required to develop policies required under the transportation standards as they are not a public transportation service provider.
Organizations also have the flexibility to create accessibility policies to fit their existing organizational and business practices. An accessibility program may involve one policy or several. Alternatively, accessibility considerations may be incorporated into existing policies.
Organizations that do not already have accessibility policies can download a variety of customizable templates in our comprehensive HR content library.
Step 3: Provide AODA training to your workforce
The AODA and IASR require organizations to provide training to their employees and volunteers who work in Ontario. All employees must receive training on Ontario’s Human Rights Code as it relates to people with disabilities. Training should also cover the IASR standards relevant to an employee’s role and duties, including:
- Customer service standards;
- Information and communications standards;
- Employment standards;
- Transportation standards; and
- Design of public spaces standards.
To help meet this requirement, we’ve developed ready-to-assign training courses for each IASR standard, as well as the Human Rights Code.
Step 4: Create a multi-year accessibility plan
Designated Ontario public-sector organizations and organizations with 50 or more employees must have a written multi-year accessibility plan. At a high level, a multi-year accessibility plan lays out how the organization intends to meet their accessibility requirements based on the IASR, including how it will address any current accessibility barriers and work to prevent and remove barriers. It’s important to note that an organization’s accessibility plan is to be considered a living document, with a requirement to review and update the plan every five years.
The plan must be posted on the business’s website and provided in an accessible format upon request. Citation Canada offers a multi-year accessibility plan for AODA requirements in our catalogue of over 2,000 HR documents.
Step 5: Consider accessibility in every business decision
Like all forms of workplace governance, creating accessible spaces and systems requires constant intentional effort. Consider accessibility in every business decision, such as when buying new equipment or posting a job ad. When in doubt, consult people with disabilities who can advise you on the appropriate ways to remove barriers that affect them.
Step 6: Complete the required report
The AODA requires organizations with 20 or more employees, and designated public-sector organizations, to file an accessibility compliance report. The filing frequency depends on an organization’s type. Private-sector businesses and non-profits with 20 or more employees must file every three years, with the next deadline being December 31, 2026. Designated public-sector organizations file more frequently: every two years.
This compliance report confirms that your organization has met the current accessibility requirements under the AODA. Failure to complete and submit this report may result in enforcement measures, including financial penalties.
Submission process
Ontario has introduced the Accessibility Compliance Reporting Portal for filing accessibility compliance reports, rather than the previous PDF-based form. The portal allows you to submit your report, update your organization’s profile, save drafts, and review previously submitted compliance reports.
Start the process the right way with help from our accessibility experts
Navigating legislation is complex, and unexpected deadlines only add to the stress put on HR professionals and small business owners. Our compliance and accessibility experts can help support every step of the process. Start preparing for the next AODA reporting deadline with us as your HR partner today.
Proactively manage AODA training and reporting deadlines: no last-minute stress required
Thousands of Canadian businesses trust our team of HR professionals to maintain compliance and protect their workers. We help them consistently meet legislative requirements in every jurisdiction, such as the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) in Ontario.
With Citation Canada, clients get access to:
- Online empoloye training: Access Canadian-made training with hundreds of HR and health and safety courses. These include AODA customer standards, workplace compliance, WHMIS, and many workplace-specific topics. Your team can complete training anytime, anywhere.
- HR policies and documentation: Stay audit-ready with thousands of expert-backed OHS documents and HR policy templates. Get regular compliance updates that reflect the latest legislation in every jurisdiction.
- Live health and safety and HR consulting: Get guidance from experienced OHS and HR consultants across Canada. Clients and non-clients can connect with a consultant for help completing key projects.
The next AODA reporting deadline
The next AODA compliance report deadline is December 31, 2026
If your business or non-profit organization has 20 or more employees, it must file an accessibility compliance report with the Ontario government by this date. Use this deadline to proactively review accessibility policies, check that AODA training is up to date, and ensure your multi-year accessibility plan (if applicable) reflects current practices.
Need help preparing for the 2026 AODA reporting deadline?
Thousands of Canadian business owners trust our software and support services to make workplace compliance easier, reduce risks, and build safer, more resilient workers. Our HR consulting team can help assess your accessibility obligations, review and enhance your policies, and train your team members. We help your organization become audit-ready in any sector.
Request a call from an HR consultant to get started today.