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HR Compliance Checklist 2025

Complete list of all legally required HR Policies
Made as per Ontario Labour Laws

Ensure HR Compliance in Ontario: Protect Your Organization with Our HR Policy Checklist

HR Compliance Audit Checklist with the List of Mandatory HR Policies for Ontario Employers
Not sure if your business is 100% compliant? Stay up-to-date with Ontario Labour Laws and Employment Standards Act and avoid costly fines. Get instant access to our comprehensive checklist that lists down all the 33 HR policies you'd need to be compliant. 

Our HR Compliance Assessment Checklist will guide you through your compliance journey. If you discover any gaps in the policies listed, reach out to us for support. Your compliance worries end here – grab your free Ontario HR Policies Compliance Checklist now and safeguard your business effortlessly!

The best part? It's entirely free! Don't let this chance slip away to ensure your business stays compliant and secure.

Why is it important?
  • Ensure compliance with Ontario's Employment Standards Act
  • ​Protect your business from costly fines and penalties
  • ​Identifies potential compliance risks
  • ​Resolve HR compliance challenges
  • Get all mandatory HR policies in place
  • ​Streamline HR processes and reduce administrative burdens
Get the Checklist for Free!
What You Need to Know About the ESA

What is the Employment Standards Act (ESA)?

The Ontario Employment Standards Act, 2000 (ESA), is the key legislation governing employment standards in the province. It establishes the minimum employment standards for workers in Ontario, outlining the rights and responsibilities of both employers and employees.

While the Act applies to most workplaces regulated by the province, there are some exceptions, such as federal employees and certain specialized roles.


Why the Employment Standards Act Matters for Employers

The ESA is essential for employers as it sets the baseline legal requirements for operating a business in Ontario. These minimum standards must be followed in provincially regulated workplaces, regardless of whether they’re explicitly stated in employment contracts.

Employers can, however, go beyond these minimum standards if they wish to offer additional benefits and rights to their employees.