Frequently Asked Questions.

Broadly, all three: workers and supervisors across virtually every Ontario workplace need OHSA health and safety awareness training, most organizations with even one employee in Ontario have some baseline AODA obligations under the Integrated Accessibility Standards Regulation (with more requirements activating at 20 and 50 employees), and anyone who works with or near a hazardous product needs WHMIS 2015 training before they start that work.

Exact obligations depend on your headcount, sector, and the materials your team handles, so it's worth confirming the specifics with your health and safety advisor. Workright's OHSA & AODA and WHMIS courses are built to meet these requirements out of the box.

Yes. Baseline AODA training requirements generally apply to any organization with one or more employees in Ontario. Additional obligations, such as formal accessibility policies and reporting, phase in once you reach 20 employees, and organizations with 50 or more take on further duties like multi-year accessibility plans and accessible web content. It's part of why our own site is built to WCAG 2.2 AA: we practice what we teach.

There's no single legislated renewal interval. What the law does require is that training be refreshed whenever a work process changes or a new hazardous product is introduced. Many employers choose to build in an annual or biennial refresher anyway, since knowledge of specific hazards fades over time and new products enter the workplace regularly.

PIPEDA is the federal Personal Information Protection and Electronic Documents Act. It applies to all private-sector organizations across Canada that collect, use, or disclose personal data during commercial activities. It also covers federally regulated businesses and data that crosses provincial or national borders. PIPEDA requires organizations to fully train their leaders and employees on their obligations under the law. Workright's robust 2-part certificate course helps organizations understand the legislation, and shows you how to turn that foundation into a practical Privacy Management compliance program.

A policy alone isn't enough. Under Part III.0.1 of the Occupational Health and Safety Act, strengthened by Bill 168 and Bill 132, Ontario employers need both a written harassment policy and a program to put it into action, meaning a defined complaint and investigation process, training for workers and supervisors, and a process for keeping the policy and program current.

This is exactly the gap our HHEART program is built to close: policy language paired with the training and process infrastructure regulators actually expect to see.

They overlap but come from different places. Workplace harassment and violence are addressed under the OHSA, which sets out employer obligations around prevention, policies, and investigations. Discrimination is addressed under the Ontario Human Rights Code, which prohibits differential treatment based on protected grounds like race, sex, disability, and age. In practice, a single incident can trigger obligations under both frameworks at once, which is why the HHEART program is built around real legislative and clinical expertise rather than a single-law checklist.

HHEART (Harassment/Human Rights Education Advisory Response Team) is Workright's gold-standard eLearning program for preventing, managing, and resolving workplace harassment. It's been used in 1,800+ workplaces and is endorsed by the OPA. Visit our Harassment Prevention page for the full program details.

The law requires training to stay current, but doesn't set a fixed calendar. Given how often legislation, workplace policies, and staff turn over, an annual refresher is the most common approach we see among well-run compliance programs.

It's Workright's certificate-level program for leaders and HR professionals who want to go beyond a single training session and actually build the skills and systems needed to create a mentally healthy and psychologically safe workplace. The 10-part program identifies how to recognize mental health challenges, respond effectively and within limits, and implement best practices to transform your organization's mental health through the resources and information provided in this first-class certificate program.

Yes. Our Certificate Program in Managing Mental Health and Psychological Safety in the Workplace offers CE credits through HRPA, which makes it a practical option for HR professionals who need to maintain their designation while getting training that's actually applicable day to day.

Psychological safety means people feel able to speak up, ask questions, admit mistakes, or raise a concern without fear of embarrassment or punishment. Workplaces with higher psychological safety tend to see better collaboration, fewer unreported incidents, and stronger retention, which is why it's become as central to workplace wellbeing as physical safety.

It's also the throughline connecting our mental health, leadership, and harassment prevention training: each builds a piece of the same psychologically safe workplace.

The mental health certificate program is a ten part series developed by leading psychologists and mental health professionals. The interactive modules explain the many aspects related to navigating and improving workplace mental health.

Yes. Our leadership courses are built for both new and experienced managers, covering things like giving feedback, navigating difficult conversations, and supporting team wellbeing. The content is designed to work across industries and organization sizes rather than assuming a single management style.

It's a two-course series. Course 1, AI Readiness: Building Resilience in a Changing Workplace, is for the general workforce and explores the mental, cognitive and professional impact of AI, how to recognize symptoms of resistance, loss and anxiety, while creating resilience through managing this monumental change. Course 2, Leading Through AI: The HR & Leadership Playbook, is built for managers and HR professionals navigating adoption, policy, and change management as AI tools show up in their teams.

Yes. Compliance is only one part of our catalogue. We also build courses on soft skills, communication, civility and code of conduct, and professional development, so organizations can round out mandatory training with content that actually develops their people.

Yes. Our content is SCORM-ready and compatible with most major LMS platforms, so you can host it wherever your team already learns. If you'd rather not manage an LMS at all, you can train directly on Workright's own platform instead.

Yes. Bilingual English/French delivery is a core part of how we build our catalogue, which matters if your workforce spans multiple provinces or federally regulated sectors.

Yes. Our courses and this website are built to WCAG 2.2 AA, covering things like keyboard navigation, screen reader support, and colour contrast. Accessible training is part of how we help you meet your own AODA obligations, not an afterthought.

Yes. Alongside our catalogue of 100+ ready-to-go courses, we build fully custom eLearning for organizations with specific policies, branding, or industry scenarios to reflect. Reach out and we'll talk through what you need.

Pricing depends on your organization's size, course mix, and delivery method (your LMS vs. ours), so we don't publish a flat rate. Contact our team and we'll put together a quote based on what you actually need.