Which Ontario HR regimes does the scorecard cover?

It offers directional checkpoints across eight areas, including the Employment Standards Act, OHSA, the Human Rights Code, the Pay Equity Act, AODA, privacy, harassment and violence programs, and record keeping. Applicability depends on the organization and facts; confirm legal obligations with qualified counsel.

What score means I am compliant?

No score proves compliance. The result is a self-reported prioritization signal only. Review every unanswered or uncertain item, confirm which laws apply, and use qualified legal or professional advice where needed.

Is this HR compliance scorecard a legal audit?

No. It is a directional self-assessment, not legal advice, an assurance opinion, or proof of compliance. A formal review would require an accepted written scope and may involve document review, interviews, and advice from qualified counsel.

Who should complete the HR compliance scorecard?

It is designed as a starting point for employers with Ontario operations, especially those without full-time HR leadership. Statutory thresholds and applicability vary, so the scorecard should not be used as a legal conclusion.

Ontario HR self-assessment

HR Compliance Scorecard · Ontario

Q: Is the HR compliance scorecard free?

Yes. The PDF scorecard is free to download and share internally. If it surfaces gaps, review our Part-Time HR fit and acceptance process; any mandate is conditional on jurisdiction, fit, conflicts, practitioner competence, availability, and an accepted written scope.

Where should you look more closely?

5 min

A free, directional self-assessment for reviewing selected Ontario HR compliance checkpoints. It does not determine legal compliance or replace advice from qualified counsel.

Review Part-Time HR fit Review Part-Time HR fit

What you'll assess

Eight areas. One directional score. A place to start.

Area 01

Employment Standards Act

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

Risk · Prosecution & significant fines (ESA)

Area 02

OHSA Compliance

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

Risk · Significant fines & orders (OHSA)

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 · Administrative penalties (AODA)

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 · Weak evidentiary position in claims

Score interpretation

Read the result.

85% +

Fewer self-reported gaps

Validate the evidence behind each answer; the score is not a compliance finding.

50–84%

Several items need review

Prioritize unanswered and uncertain items, then confirm legal applicability.

< 50%

Broader review indicated

Use the result to organize questions, not to diagnose legal exposure.

Flagged a gap on AODA or accessibility? Start with the 2026 AODA compliance report. For other Ontario HR questions, review the conditional scope and acceptance boundaries on our Part-Time HR page.

What you'll learn

Compliance, in order of priority.

01A directional view across selected Ontario HR compliance checkpoints
02Which unanswered or uncertain items may need earlier review
03A score interpretation framework for organizing follow-up
04A suggested order for reviewing higher-priority gaps

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.

Related tools

checklist

Workplace Investigation Readiness Checklist · Ontario

Is your organization investigation-ready?

5 min →

calculator

HR Cost Calculator · Ontario

What is not having HR costing you?

4 min →

diagnostic

Workplace Culture Risk Diagnostic

Assess your workplace culture health.

7 min →

FAQ

Questions, answered.

Which Ontario HR regimes does the scorecard cover?: It offers directional checkpoints across eight areas, including the Employment Standards Act, OHSA, the Human Rights Code, the Pay Equity Act, AODA, privacy, harassment and violence programs, and record keeping. Applicability depends on the organization and facts; confirm legal obligations with qualified counsel.
What score means I am compliant?: No score proves compliance. The result is a self-reported prioritization signal only. Review every unanswered or uncertain item, confirm which laws apply, and use qualified legal or professional advice where needed.
Is this HR compliance scorecard a legal audit?: No. It is a directional self-assessment, not legal advice, an assurance opinion, or proof of compliance. A formal review would require an accepted written scope and may involve document review, interviews, and advice from qualified counsel.
Who should complete the HR compliance scorecard?: It is designed as a starting point for employers with Ontario operations, especially those without full-time HR leadership. Statutory thresholds and applicability vary, so the scorecard should not be used as a legal conclusion.
Is the HR compliance scorecard free?: Yes. The PDF scorecard is free to download and share internally. If it surfaces gaps, review our Part-Time HR fit and acceptance process; any mandate is conditional on jurisdiction, fit, conflicts, practitioner competence, availability, and an accepted written scope.

Need a second look?

Treat the score as a starting point.

For Ontario organizations, review the Part-Time HR fit and acceptance process. Any mandate is conditional on jurisdiction, fit, conflicts, practitioner competence, availability, and an accepted written scope. If you send routing details, we reply within one business day.

Review Part-Time HR fit Send routing details