Which Ontario HR regimes does the scorecard cover?

Eight: the Employment Standards Act, OHSA, the Human Rights Code, the Pay Equity Act, AODA, PIPEDA / privacy, harassment and violence programs, and record-keeping obligations. Each area has its own checkpoints and financial exposure.

What score means I am compliant?

A score of 85% or higher indicates a strong compliance posture — maintain and document for audit readiness. 50–84% signals gaps, where you should prioritize OHSA and ESA first. Below 50% is critical risk and warrants an immediate full audit.

Is this HR compliance scorecard a legal audit?

No. The scorecard is a structured self-assessment that tells you where your largest exposures likely sit. A formal compliance audit involves document review, interviews, and written remediation steps — typically a 2–4 week engagement.

Who should complete the HR compliance scorecard?

Canadian employers with 10 or more employees, especially those without full-time HR leadership. It is useful before board meetings, due diligence, leadership transitions, or when adding a policy the team has not revisited in years.

Is the HR compliance scorecard free?

Yes. The PDF scorecard is free to download and share internally. If your result indicates gaps, you can book a compliance audit where we build the sequenced remediation plan in 2–4 weeks.

ARE YOU COMPLIANT WITH ONTARIO HR LAW?

HR Compliance Scorecard · Ontario

Are you compliant with Ontario HR law?

5 min

Free Ontario HR compliance scorecard — score your posture across ESA, OHSA, AODA, pay equity, and human rights, with a prioritized remediation order.

Download scorecard (PDF)Request a compliance audit

What you'll assess

Eight regimes. One score. A clear order of operations.

Area 01

Employment Standards Act

·Wage & hour compliance
·Termination & severance
·Leave entitlements

Risk · Fines up to $100K per offence

Area 02

OHSA Compliance

·Health & safety policy
·JHSC or H&S rep
·Harassment & violence programs

Risk · AMPs up to $1.5M for corporations

Area 03

Human Rights Code

·Accommodation procedures
·Anti-discrimination policy
·Complaint handling

Risk · HRTO damages + reinstatement

Area 04

Pay Equity Act

·Pay equity plan (10+ EE)
·Job comparison methodology
·Annual maintenance

Risk · Retroactive pay adjustments

Area 05

AODA Accessibility

·Accessibility policy & plan
·IASR compliance filing
·WCAG 2.0 AA

Risk · Fines up to $100K/day

Area 06

PIPEDA / Privacy

·Privacy policy & consent
·Data breach response
·Employee data protocols

Risk · Commissioner complaints

Area 07

Harassment & Violence

·Written harassment program
·Investigation procedures
·Annual review & training

Risk · OHSA prosecutions

Area 08

Record-Keeping

·Payroll records (3+ yrs)
·Training records
·Investigation files secured

Risk · No defence against claims

Score interpretation

Read the result.

85% +

Strong compliance posture

Maintain and document for audit readiness.

50–84%

Compliance gaps detected

Prioritize OHSA and ESA — highest financial exposure.

< 50%

Critical risk — immediate action

A compliance audit should be your next step.

Flagged a gap on AODA or accessibility? Start with the 2026 AODA compliance report. For everything else, our HR Services team builds the remediation plan.

What you'll learn

Compliance, in order of priority.

01Where you sit across 8 Ontario compliance regimes — ESA, OHSA, AODA, PIPEDA, and more
02Which gaps carry the highest financial exposure for your headcount
03A score interpretation framework — strong, gap, or critical
04The remediation order that closes the largest risks first

Who it's for

Employers who own the risk.

01Ontario employers with 10+ employees past the point where the Pay Equity Act, AODA filings, and a written harassment program become legal obligations rather than nice-to-haves.
02Companies without full-time HR leadership where compliance lives with an owner, office manager, or part-time generalist and gaps go unnoticed until a claim lands.
03Boards, buyers, and incoming leaders who need a fast posture read before a board meeting, due diligence, a leadership transition, or a policy that has not been touched in years.

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FAQ

Questions, answered.

Which Ontario HR regimes does the scorecard cover?: Eight: the Employment Standards Act, OHSA, the Human Rights Code, the Pay Equity Act, AODA, PIPEDA / privacy, harassment and violence programs, and record-keeping obligations. Each area has its own checkpoints and financial exposure.
What score means I am compliant?: A score of 85% or higher indicates a strong compliance posture — maintain and document for audit readiness. 50–84% signals gaps, where you should prioritize OHSA and ESA first. Below 50% is critical risk and warrants an immediate full audit.
Is this HR compliance scorecard a legal audit?: No. The scorecard is a structured self-assessment that tells you where your largest exposures likely sit. A formal compliance audit involves document review, interviews, and written remediation steps — typically a 2–4 week engagement.
Who should complete the HR compliance scorecard?: Canadian employers with 10 or more employees, especially those without full-time HR leadership. It is useful before board meetings, due diligence, leadership transitions, or when adding a policy the team has not revisited in years.
Is the HR compliance scorecard free?: Yes. The PDF scorecard is free to download and share internally. If your result indicates gaps, you can book a compliance audit where we build the sequenced remediation plan in 2–4 weeks.

Want expert guidance?

Score below 85? Run a full audit.

Our HR team builds the remediation plan in 2–4 weeks. Sequenced by risk, scoped by budget.

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