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Child careOntario child care centres: the rule changes on January 1, 2027
O. Reg. 197/26 changes Ontario’s child care regulation on January 1, 2027. The biggest change for staff: training on every policy the regulation requires. Here’s what changes, and how to keep the record.
How Prodigy Suite handles it
A course from each policy
Turn a policy into a course with AI, with lessons and a quiz, and assign it to every staff member.
Signed by every staff member
Each policy signed on staff phones, with the exact version and the date kept.
First aid on file
Staff upload their first aid and CPR certificates; you approve them and see expiry dates in the matrix.
Incidents
Incidents logged with Ontario’s workplace reporting steps and deadlines.
Inspections
Your own checklists uploaded from Excel or CSV, with problems tracked to done.
Every location
Each centre on its own, with its own policies, staff and records.
- Training on every policy: from January 1, 2027, the staff training policy must provide for training on each policy and procedure the regulation requires (O. Reg. 137/15, s. 58(1.1)).
- Supervision: written supervision policies and procedures, including when, how and how often children are counted (s. 11(2)).
- Missing children: written procedures for a missing child, and drills at least every three months, with records kept 12 months (s. 68.2).
- Stand-ins: where a policy gives the supervisor duties, it names who acts when the supervisor isn’t there (s. 6.1(2)).
What changes on January 1, 2027
| Change | What it requires | Section |
|---|---|---|
| Training on every policy | Your staff training and development policy must provide for training on each policy and procedure you’re required to have. | s. 58(1.1) |
| Supervision policy | Written policies and procedures on supervising children, setting out when, how and how often children must be counted. | s. 11(2) |
| Missing child procedures and drills | Written procedures for identifying and responding to a missing child, when to call emergency services and parents; drills at least every 3 months; records kept 12 months. | s. 68.2 |
| A named stand-in | Where your policies give the supervisor powers or duties, they identify who exercises them when the supervisor can’t. | s. 6.1(2) |
| Hazards | Best efforts to eliminate or reduce hazards at the premises, and notice to parents about them. | s. 24.3 |
| Septic access and vehicle barriers | No septic access point in the outdoor play space, and barriers against vehicle collisions, with timing and exemptions for centres licensed before January 1, 2027. | ss. 24.1, 24.2 |
Rules already in force
- First aid: the supervisor and every employee counted in ratios hold valid standard first aid, including infant and child CPR, from a WSIB-recognized training agency (s. 58(2)).
- Vulnerable sector checks: from every employee before they start, and from volunteers and students on placement (s. 60).
- Serious occurrences: written policies on how to identify, respond to and report a serious occurrence, and a report within 24 hours of becoming aware of one (s. 38).
As an employer, a centre also has every general Ontario requirement below, from workplace violence and harassment programs to the accessibility compliance report at 20 or more employees.
Keeping the training record
Training on every policy means a record of who was trained on which policy, and when. In Prodigy Suite, each policy is sent for sign-off on staff phones, any policy can be turned into a course with a quiz, and the training matrix shows who has done what. First aid certificates are uploaded by staff and tracked to their expiry.
What every Ontario centre needs as an employer
Workplace violence policy and program
Every employer needs a workplace violence policy and program. Once more than 5 workers regularly work at a workplace, the policy must be in writing and posted there.
What it must include
- A policy statement on workplace violence
- Measures and procedures to control the risks of violence identified in a risk assessment
- How to summon immediate assistance when violence occurs or is likely to occur
- How workers report incidents or threats of violence to the employer or supervisor
- How the employer will investigate and deal with incidents, complaints and threats of violence
OHSA, ss. 32.0.1–32.0.5 · Official source
Workplace harassment policy and program
Every employer needs a written workplace harassment program. Once more than 5 workers regularly work at a workplace, the policy must also be in writing and posted.
What it must include
- A policy statement on workplace harassment, including workplace sexual harassment
- Coverage of harassment that happens virtually or through technology (email, chat, social media), part of the definition since October 28, 2024
- How workers report incidents to the employer or supervisor, naming who to report to
- Someone else to report to if the employer or supervisor is the alleged harasser
- How incidents and complaints will be investigated and dealt with
- How information will be kept confidential, except where disclosure is needed to investigate, take corrective action or is required by law
- How the worker who complained and the alleged harasser will be told the results of the investigation and any corrective action
OHSA, s. 1(1) "workplace harassment"; ss. 32.0.1, 32.0.6, 32.0.7 · Official source
Occupational health and safety policy
Required in writing, and posted, where more than 5 workers regularly work. Recommended below that.
What it must include
- A written statement of the employer's occupational health and safety policy
- A commitment to a program that puts the policy into practice
- A note that the policy is reviewed at least once a year
OHSA, R.S.O. 1990, c. O.1, s. 25(2)(j) and (4) · Official source
Basic health and safety awareness training
Every worker and supervisor, as soon as practicable after they start.
O. Reg. 297/13, ss. 1–2 · Official source
Accessible customer service policy
Every business with at least one employee in Ontario.
What it must include
- A policy on providing goods and services to people with disabilities
- The use of assistive devices, service animals and support persons
- Notice to the public of temporary disruptions to facilities or services people with disabilities rely on
- How people can give feedback about accessibility and how the business will respond
- Training staff on accessible customer service
O. Reg. 191/11 (Integrated Accessibility Standards), Part IV.2 · Official source
Accessibility compliance report
Businesses with 20 or more employees file an accessibility compliance report every three years.
AODA, S.O. 2005, c. 11, s. 14 · Official source
First aid: a kit, a trained first aider and the Form 82 poster
Every employer covered by the WSIB: a first aid box, a certified first aider on every shift (Basic up to 5 workers on a shift, Intermediate above that), the Form 82 poster and a record of first aid given. From 200 on one shift, a first aid room.
R.R.O. 1990, Reg. 1101, ss. 1–3, 5, 6 and 8–11 · Official source
From the same rules the free audit checks, last reviewed October 13, 2026. See every requirement by size.
Common questions
What changes for Ontario child care centres on January 1, 2027?
O. Reg. 197/26 adds training on every required policy (s. 58(1.1)), written supervision policies (s. 11(2)), missing child procedures with drills every three months (s. 68.2), a named stand-in for the supervisor’s duties (s. 6.1(2)), and new hazard, septic and vehicle-barrier rules.
How often are missing child drills required?
At least once every three months for each centre, from January 1, 2027, with a written record of each drill kept for at least 12 months.
What first aid do child care staff need in Ontario?
The supervisor and every employee who may be counted in ratios need valid standard first aid, including infant and child CPR, from a training agency recognized by the WSIB.
Sources
- e-Laws: O. Reg. 137/15 (General), with the January 1, 2027 amendments by O. Reg. 197/26
- Ontario: Child care centre licensing manual
This page summarizes Ontario’s rules as of October 25, 2026 for general information. It isn’t legal advice, and Prodigy Suite isn’t a law firm. Each rule links to the official source; for a specific situation, speak to an Ontario employment lawyer.
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