What written HR policies does an Ontario employer need?
Every Ontario employer needs written workplace violence and harassment policies with supporting programs, reviewed at least annually, under the Occupational Health and Safety Act. Employers with 25 or more employees also need written policies on disconnecting from work and on electronic monitoring. Beyond the statutory minimum, the policies that prevent disputes are the ones covering attendance, discipline, leave and acceptable use.
What the engagement covers
- Workplace violence and harassment policy and program
- Disconnecting from work and electronic monitoring policies where required
- Attendance, discipline, leave and conduct policies
- A single handbook, with an acknowledgement page you can produce later
Who this is for
Employers with no handbook, or one written years ago and never reviewed against current law.
Other services
Health and Safety Gap Analysis
A structured review of your current program against what the OHSA and your sector actually require.
COR, ISO 45001 and ISO 9001 Certification Support
End-to-end guidance through COR™, ISO 45001 and ISO 9001, from readiness review to audit.
IPAC Support for Dental Practices
Infection prevention and control process, policy and training for dental offices, built against the RCDSO standard.
Safety Program Documentation
The written program — policies, procedures, JHSC records and training matrices — built to survive an inspection.
Incident Management Support
Help through a critical injury, a Ministry order or a WSIB claim — including what has to be reported and when.
HR Services
Employment-side support that sits alongside compliance — policy, records and the obligations that overlap with the OHSA.
Employment Standards Compliance
Contracts, records, hours, overtime and terminations reviewed against the Employment Standards Act before somebody files a claim.
Workplace Investigations
Independent investigation of harassment and violence complaints — a legal duty, and one an owner should not run themselves.
Labour Relations and Employee Relations
Discipline, attendance, disputes and terminations handled consistently and on the record — before a decision turns into a claim.
Recruitment and Onboarding Support
Hiring process, offer paperwork and a first-week onboarding that gets training compliance right from day one.
Ongoing Safety Support
A retained safety resource — for employers who need the function without hiring for it.