Ministry of Labour inspections do not announce themselves.
Your compliance gaps are already there.
Most Ontario small and mid-sized employers are not simultaneously compliant with the ESA, OHSA, and OHRC. The gaps they carry are exactly where Ministry of Labour complaints and HRTO applications originate. A compliance audit finds those gaps before a regulator does, and gives you a prioritized plan to close them.
ESA complaints can result in orders to pay going back two years. HRTO applications can take two to three years to resolve and cost tens of thousands in legal fees. OHSA violations carry fines of up to $1.5 million for corporations under Bill 88.
Audit Tiers
Targeted Audit
Focused review of one statute, ESA, OHSA, OHRC, or AODA. Suitable for employers who have a specific compliance concern or recent legislative change to address.
- --Written findings report
- --Risk rating for each gap identified
- --Prioritized remediation recommendations
Standard Audit
Comprehensive review across the three statutes that generate the most Ministry of Labour complaints and HRTO applications in Ontario.
- --Written findings report across all three statutes
- --Risk rating: High / Medium / Low for each gap
- --Prioritized action plan
- --Debrief call with Scott Tracze
Comprehensive Audit
Full review across ESA, OHSA, OHRC, AODA, WSIA, and employment contracts. Suitable for employers preparing for a Ministry inspection, regulatory proceeding, or acquisition due diligence.
- --Full written report across all statutes
- --Employment contract review
- --Risk-rated gap analysis
- --Prioritized remediation plan
- --In-person or video debrief
- --30-day follow-up check-in
What the Audit Covers
Employment Standards Act, 2000 (ESA)
- --Offer letters and employment contracts
- --Overtime, vacation, and public holiday calculations
- --Termination and severance entitlements
- --Leave provisions (parental, medical, domestic violence)
- --ESA poster posted and accessible
- --Hours of work and rest period compliance
Occupational Health and Safety Act (OHSA)
- --Workplace harassment and violence policies
- --JHSC or Health and Safety Representative in place
- --OHSA postings
- --Incident reporting and investigation procedures
- --Bill 168 and Bill 132 compliance
- --Supervisor competency documentation
Ontario Human Rights Code (OHRC)
- --Accommodation policy and procedure
- --Job postings and hiring practices
- --Return-to-work and modified duties process
- --Harassment and discrimination complaint procedure
- --Training records
Accessibility for Ontarians with Disabilities Act (AODA)
- --Multi-Year Accessibility Plan filed
- --Accessible customer service policy
- --Recruitment and hiring accessibility
- --Emergency response plans for employees with disabilities
What You Receive
Written Report
Findings organized by statute, with specific gaps identified and referenced to the legislation. Not a checklist, a document your lawyer, board, or management team can act on.
Risk Rating
Each gap is rated High, Medium, or Low based on the likelihood of a Ministry complaint or HRTO application and the potential financial exposure.
Prioritized Action Plan
Remediation steps ordered by risk and effort. Fix the high-risk items first. Understand what you can defer and what you cannot.
Debrief Call
Standard and Comprehensive audits include a debrief with Scott Tracze to walk through the findings and answer questions.
Scott’s knowledge of labour law and expertise in arbitration is outstanding. His ability to navigate complex workplace disputes with professionalism and fairness is exceptional. I have worked with Scott on a number of HR and labour relations matters and have always been impressed by his very thorough knowledge and his ability to understand and resolve complex situations.
Find your gaps before the Ministry of Labour does.
Use the free Ontario Employer HR Compliance Checklist to see which gaps are most common, or book a consultation to discuss which audit tier is right for your organization.