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Equity and Accessibility




Time’s Up! New AODA requirements became effective January 1, 2017

Practice Areas: Equity and Accessibility

When the Accessibility for Ontarians with Disabilities Act (“AODA”) was passed back in 2005 the deadlines seemed far off in the future; however, large and small sector employers were required to ring in the new year of 2017 meeting additional AODA requirements.

Failure to comply with AODA can result in orders, fines or penalties. As a result it is important that all employers ensure they are compliant with the accessibility legislation.

From an employment point of view, the following requirements came into effect as of January 1, 2017 for small private organizations (1-49 employees):

  • Information and Communications Standards
    • Organizations on request must provide accessible formats and communication support for feedback
    • Organizations must post a general statement of availability on their website and intranet
    • Organizations must create a form to facilitate the consultation
  • Employment Standards
    • Organizations must notify all employees and the public about being able to accommodate applicants with disabilities in the recruitment process
    • Organizations must notify all selected job applicants of the availability of accommodations on request with respect to the accommodation process
    • Organizations must notify all successful applicants of the company policies for accommodating employees with disabilities
    • Organizations must inform employees of its accommodation policy and advise of changes as necessary
    • Organizations must make available accessible formats and communication supports for job and workplace information
    • Organizations must ensure that performance management processes take into account the accessibility needs of employees with disabilities
    • Organizations must include accessibility considerations and individual accommodation plans in career development, advancement and redeployment

Large organizations, defined as having more than 50 employees, were already required to meet the above standards as of January 1, 2016.

CCP is familiar with the extensive requirements of AODA and can help employers of all sizes in assessing their obligations and achieving compliance. Should your organization need assistance with complying or assessing compliance contact the lawyers at CCP.



Crawford Chondon & Partners LLP is committed to providing an inclusive workplace that embraces and respects differences.  We support and promote the ongoing development, implementation and maintenance of best practices and strategies to enhance and improve equality, diversity and inclusion within the Firm, in advising clients and in the greater community. Click to learn more about our Diversity and Inclusion 

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