- Unlike a policy buried in an employee handbook, several of these obligations specifically require the information to be posted or otherwise made readily accessible where employees will…
- Confirm the current, complete list against the official government sources rather than treating this as final.
- Generally, these postings need to be somewhere employees will actually see them — a common area or break room is typical — rather than filed away where nobody looks.
Somewhere in most Ontario workplaces there's a poster nobody has looked at in years, taped up during onboarding and forgotten ever since. Workplace poster and notice requirements aren't just a formality, though — several Ontario statutes require specific information to be physically displayed or otherwise made available to employees, and letting them go stale is a compliance gap that's easy to fix but easy to miss.
This article covers the most common posting requirements for Ontario employers, why they exist, and how to do a quick self-check.
Why Workplace Postings Are a Legal Requirement, Not Just Best Practice
Unlike a policy buried in an employee handbook, several of these obligations specifically require the information to be posted or otherwise made readily accessible where employees will actually see it. The idea is straightforward: employees are supposed to be able to find out their basic rights and protections without having to ask, and regulators expect employers to make that possible.
Common Required Postings for Ontario Employers
| Requirement | Governing law | What it generally covers |
|---|---|---|
| Employment Standards poster | Employment Standards Act, 2000 | Core ESA rights — minimum wage, hours of work, overtime, vacation, public holidays, and termination and severance protections. |
| Health and safety notices | Occupational Health and Safety Act | The general duty on employers to take reasonable precautions for worker safety, and workers' rights to know about workplace hazards, participate in health and safety, and refuse unsafe work. |
| WSIB "in case of injury" information | Workplace Safety and Insurance Act, 1997 | What to do and who to contact if a worker is injured on the job, for employers required to carry WSIB coverage. |
| Workplace violence and harassment policies | Occupational Health and Safety Act | The employer's program and policies for preventing and responding to workplace violence and harassment, made available to workers. |
This table covers the most common requirements, not an exhaustive list — Ontario also has separate accessibility-related notice obligations that apply to many employers under other legislation, and requirements can be added or updated over time. Confirm the current, complete list against the official government sources rather than treating this as final.
Where and How These Notices Must Be Displayed
Generally, these postings need to be somewhere employees will actually see them — a common area or break room is typical — rather than filed away where nobody looks. Some obligations go further than posting alone: the Employment Standards poster, for instance, is generally expected to also reach employees individually, not just live on a wall. If your workplace is fully remote with no physical location, the underlying obligation to inform employees typically still applies, even though the posting method has to be adapted.
Keeping Postings Current
Posters and the information behind them change periodically — minimum wage rates are a good example, since Ontario's rates are adjusted from time to time. A poster that was accurate when it went up may already be out of date. Reviewing your postings against the current official versions at least once a year is a simple habit that closes this gap before it becomes a problem.
A Quick Self-Check
- [ ] Is the current Employment Standards poster displayed where employees can see it?
- [ ] Have employees individually received the information the ESA poster requires, not just seen it on a wall?
- [ ] Is health and safety information posted, along with any required workplace violence and harassment policies?
- [ ] Is your WSIB "in case of injury" information posted and current, if your business is required to carry WSIB coverage?
- [ ] Have you checked whether any accessibility-related or other sector-specific notice obligations apply to your workplace?
- [ ] Have you reviewed all of the above in the past year?
Frequently asked questions
Do I need to post these even if I only have one or two employees?
Most of these requirements apply regardless of how small the employer is — there's no general blanket exemption for very small workplaces, though some separate obligations (like certain WSIB and payroll-tax rules) do scale with payroll size specifically.
What if my business operates remotely with no physical workplace?
The underlying obligation to inform employees of their rights typically still applies, but the method of posting has to be adapted — for example, a shared digital location employees can readily access. Confirm current guidance on this, since the requirements are often written with a physical posting in mind.
Does WSIB coverage apply to my business?
Most Ontario employers with workers must register for WSIB coverage and pay premiums based on payroll and industry classification. Construction has its own mandatory-coverage rules that catch some independent operators who wouldn't otherwise expect to need it.
Where do I get the current, official versions of these posters?
Go directly to the relevant government ministry's or WSIB's own published materials rather than relying on an older copy you have on file, since these are updated periodically.
This is a corporate question
Start a file online — flat, published fees, reviewed by a licensed Ontario lawyer before a dollar is owed.