The AODA was passed in 2005. It requires businesses with one or more employees to meet accessibility requirements in customer service, information and communications, employment, and the built environment.

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DOES MY BUSINESS HAVE TO BE ACCESSIBLE? 

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 Yes 

The Accessibility for Ontarians with Disabilities Act (AODA) requires businesses with one or more employees to fulfill a number of requirements, including training. In addition, the Ontario Human Rights Code requires businesses and organizations to accommodate individuals with disabilities to the point where it would cause undue hardship. 

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The AODA does not mandate that you reconstruct your business, but if you are undergoing significant renovations, you must ensure you comply with the AODA. 

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WHAT CAN MY BUSINESS DO?

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1) Make sure there remains an open, clear path of travel (keep pathways free of signage and table chairs). Sandwich boards, freestanding movable signs and merchandise racks should not be placed in the path of travel.

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2) Ensure planters are out of the main path of travel and do not narrow the entranceway.

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3) Use electronic payment devices with accessible features.

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4) Review and consider your space's layout to ensure sufficient space between aisles.

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5) Keep walkways and entrances clear and slip-resistant.

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6) Ensure images have a descriptive text alternative.

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WHAT IF I FAIL TO COMPLY

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Section 21(4) of the AODA states that those who violate the regulations may be ordered to pay a fine and/ or comply within a specified timeframe.

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WHAT IS THE DIFFERENCE BETWEEN THE AODA and THE HUMAN RIGHTS CODE (HRC)

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The AODA is meant to assist in tackling access barriers and proactively set compliance standards. The HRC sets individual accommodations and is applied to each case retroactively. The HRC is a method of redress, the aim and hope are those who comply with AODA will not find themselves in breach of the HRC. 

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The above is not meant to be legal advice or opinion