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The Path to 2025: Ontario's Accessibility Action Plan

The Government of Ontario has launched The Path to 2025: Ontario’s Accessibility Action Plan.

There are five accessibility standards in place under the AODA to support the creation of an accessible province by 2025:

  • Customer Service
  • Employment
  • Information and Communications
  • Transportation
  • Design of Public Spaces

The standards aim to ensure that all Ontarians can take part in everyday activities — working, shopping, taking public transit, using the Internet, attending sporting and cultural events, and enjoying parks and other public spaces. They were developed by committees comprised of people with disabilities and sector representatives.  The standards set out the requirements that businesses and organizations with one or more employees must meet between now and 2021.



Ministry of Labour Consultation: The Changing Workplaces Review

Dear Member:​

On February 17, 2015, Ontario appointed two Special Advisors to lead and coordinate public consultations on the changing workplace and provide the Minister of Labour with a final written report with recommendations.  The Special Advisors are C. Michael Mitchell, formerly of Sack Goldblatt Mitchell LLP, and the Honourable John C. Murray, a former justice of the Ontario Superior Court and prominent management labour lawyer.  HRPA was invited to be part of the stakeholder worker group that was formed in November 2014, and will be making a submission on the review. 

The Special Advisors to the Review will lead public consultation meetings to be held across Ontario. The schedule will be updated as information becomes available.  The consultations will consider how the Labour Relations Act, 1995 and Employment Standards Act, 2000 could be amended to best protect workers while supporting businesses in our changing economy.

The Changing Workplaces Review will focus on how the Employment Standards Act, 2000 and the Labour Relations Act, 1995 could be reformed to better protect workers while supporting businesses in our changing economy.

Workplace trends that will be examined in the consultation include:

  • The increase in non-standard working relationships such as temporary jobs, involuntary part-time work, and self-employment.
  • The rising prominence of the service sector.
  •  Globalization and trade liberalization.
  •   Accelerating technological change.
  •   Greater workplace diversity. 

The Review will not consider:

  •  construction industry provisions of the Labour Relations Act, 1995;
  • the minimum wage (which was recently subject of a separate review);
  • policy discussions for which other independent processes have been initiated; in this regard, the Ministry of Labour has separate processes examining issues such as:
  •   the gender wage gap;
  • some specific issues regarding migrant workers;
  •   legislation dealing with compulsory interest arbitration for groups such as police, firefighters and hospital workers; and
  • broader public sector bargaining structures.

The Changing Workplaces Review will consider the broader issues affecting the workplace and assess how the current labour and employment law framework as set out in two specific Acts addresses these trends and issues. The Special Advisors have been asked to determine what changes, if any, should be made to the legislation in light of the changing nature of the workforce, the workplace, and the economy itself.

If you are interested in responding to this review with your comments, ideas and suggestions, please contact the Ontario Ministry of Labour by: 


Fax: 416-326-7650


Changing Workplaces Review

Employment Labour and Corporate Policy Branch,

Ministry of Labour

400 University Ave., 12th Floor

Toronto, ON M7A 1T7 

Comments are encouraged throughout the consultation period. Comments will be accepted until September 18, 2015.

I encourage all members to make a submission on behalf of your workplace regarding the parameters of the review mentioned above


Bill Greenhalgh