Updated Accessibility Standard on Employment: Federally Regulated Employers in Ontario Take Notice

On May 29, 2025, Accessibility Standards Canada (ASC) released a revised version of the Accessibility Standard on Employment—CAN/ASC-1.1:2024 (REV-2025). This update replaces the previous version from December 2024 and introduces new guidance under the Accessible Canada Act to help federally regulated employers remove workplace barriers and foster disability-inclusive environments.

While the Standard is not yet enforceable, it sets a clear direction for what is expected of federally regulated workplaces—including those operating in Ontario.

This article breaks down what Ontario employers need to know, what’s changed, and how to prepare for potential legal and operational impacts.

What Is the Accessible Canada Act, and Who Does It Apply To?

The Accessible Canada Act (ACA) came into effect on July 11, 2019, with the goal of creating a barrier-free Canada by 2040. Under the Act, Accessibility Standards Canada is responsible for developing accessibility standards across federal sectors.

While the Act is federal in scope, it directly affects Ontario-based employers who fall under federal jurisdiction, such as:

• Banks and credit unions
• Interprovincial trucking and transportation companies
• Telecommunications and broadcasting providers
• Airlines and rail services
• Federal government offices and agencies in Ontario
• Crown corporations and federal contractors operating in the province

The revised Accessibility Standard on Employment provides a voluntary framework for these employers to go beyond basic legal compliance and lead the way in creating accessible workplaces.

What’s New in the 2025 Accessibility Standard?

The revised Standard introduces several changes designed to help employers proactively identify and eliminate workplace barriers—especially for persons with disabilities.

Key updates include:

1. Culture, Engagement, and Training

The Standard now includes comprehensive requirements aimed at building disability-confident workplaces, including:

• Inclusive communication strategies
• Mandatory accessibility training for leadership and staff
• Measurable leadership accountability on accessibility goals
• Worker-centered policy development

2. Accessibility Support Systems

Employers are encouraged to develop robust accommodation systems that are individualized, responsive, and well-documented—moving beyond reactive approaches to accessibility.

3. Enhanced Informative Annexes

Three new annexes provide practical tools, lived experience case studies, and step-by-step implementation guidance, helping Ontario employers understand how to apply the Standard effectively.

Why Ontario Employers Should Pay Attention

Although the Standard is currently voluntary, it signals the federal government’s future direction—and employers who act now can reduce long-term legal risk while improving workplace culture.

Implementing the Standard can help:

• Improve compliance with the Canadian Human Rights Act, Canada Labour Code, and Employment Equity Act
• Reduce human rights complaints or accessibility-related claims
• Demonstrate proactive due diligence in the face of regulatory audits
• Foster a more inclusive, engaged, and productive workforce

What Federally Regulated Ontario Employers Should Do Now

If you operate a federally regulated business in Ontario, now is the time to review and update your internal policies and accessibility strategies. Consider:

• Auditing workplace policies to identify accessibility gaps
• Providing mandatory training on accessibility, unconscious bias, and inclusive communication
• Engaging employees with disabilities in accessibility planning
• Documenting workplace accommodations using tools like the Accessibility Passport
• Coordinating accessibility strategies across HR, IT, facilities, and leadership
• Updating recruitment and retention policies to reduce systemic barriers

How Achkar Law Can Help Ontario Employers

At Achkar Law, we help federally regulated employers across Ontario navigate complex employment and accessibility obligations.

Whether you’re updating your internal policies, responding to a human rights complaint, or preparing for future changes to federal accessibility standards, our team can assist with:

• Tailored legal advice for federally regulated employers
• Workplace accessibility policy development and review
• Legal representation in human rights or regulatory proceedings
• Employee training programs and leadership workshops