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RetailCompliance for Ontario retail stores
Retail runs on customer-facing staff, seasonal hiring and long opening hours. Here are the Ontario rules that matter most in a store, and how Prodigy Suite keeps up with them.
How Prodigy Suite handles it
Accessible customer service
A drafted policy with the elements the standard requires, and a built-in course with certificates.
Signed offer letters
Offer and employment letters signed on the employee’s phone and filed on their record.
Training for every hire
Awareness, violence and harassment, and accessible customer service, assigned automatically by location or job.
Violence risk
A workplace violence policy and program drafted for your store, and incidents logged with Ontario’s reporting steps.
Store inspections
A ready-made checklist for shops, or upload your own.
Every store separately
Store managers see only their own staff, sign-offs and reports.
- Customers: every business with an employee in Ontario needs an accessible customer service policy, and every employee and volunteer needs the training.
- Sundays: retail staff hired before September 4, 2001 can refuse Sunday work. Those hired since can refuse only if they didn’t agree in writing when hired, or for religious reasons with 48 hours’ notice.
- Public holidays: most retail employees can refuse to work a public holiday, even if they agreed to, with 48 hours’ notice.
- Safety: assess the risk of workplace violence (robbery, aggressive customers) and put a program in place; above 5 workers, the policies are written and posted.
Sunday and public holiday work
The Employment Standards Act gives retail employees extra rights. A retail business is one that sells goods or services to the public; the rules don’t apply where the main business is prepared meals, accommodation, or educational, recreational or amusement services.
- Hired before September 4, 2001: may refuse Sunday work, whether or not they agreed to it when hired. If they agreed, they can decline a later Sunday with at least 48 hours’ notice.
- Hired on or after September 4, 2001: no right to refuse Sundays if they agreed in writing (or electronically) when hired, except for reasons of religious belief or observance, with at least 48 hours’ notice.
- Public holidays: most retail employees may refuse to work a public holiday. Someone who agreed to work it can decline with at least 48 hours’ notice.
Put the Sunday agreement in the offer letter and keep the signed copy. In Prodigy Suite, employees sign letters on their phone and each one is filed on their record.
Seasonal hires, trained before the rush
Every new employee, seasonal or not, needs health and safety awareness training as soon as practicable, information on your violence and harassment policies, and accessible customer service training. Assign the courses by location or job title and new hires get them automatically.
What every Ontario store needs as an employer
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 and Human Rights Code training
Every employee and volunteer, and anyone who helps set your policies.
O. Reg. 191/11, s. 7 · Official source
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
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
Employment standards poster
Every employer covered by the Employment Standards Act.
ESA, S.O. 2000, c. 41, s. 2 · Official source
From the same rules the free audit checks, last reviewed October 13, 2026. See every requirement by size.
Common questions
Can retail employees in Ontario refuse to work on Sundays?
Those hired before September 4, 2001 can. Those hired on or after that date can refuse only if they didn’t agree in writing when hired to work Sundays, or because of religious belief or observance with at least 48 hours’ notice.
Can a retail employee refuse to work on a public holiday in Ontario?
Most can, even if they don’t otherwise qualify for the holiday. If they agreed to work it, they can decline with at least 48 hours’ notice.
Does a small store need accessibility training?
Yes. Every business with at least one employee in Ontario needs an accessible customer service policy, and every employee and volunteer needs the training.
Sources
- Ontario: Retail business employees (updated July 8, 2024)
- Ontario: Accessibility rules for businesses and non-profits
- Ontario: Understand the law on workplace violence and harassment
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.
See what applies to your business
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