✅ Ontario: a written occupational health and safety policy and program is mandatory once an employer has MORE THAN 5 workers (OHSA s.25(2)(j)), reviewed at least annually; 6–19 workers requires a designated H&S representative, 20+ requires a Joint Health and Safety Committee (JHSC). ⚠️ BC and Alberta have their own worker-count thresholds for a formal program/rep.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 10. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
OCCUPATIONAL HEALTH & SAFETY POLICY
Province: Adopted:
1. STATEMENT OF COMMITMENT 1.1.
2. RESPONSIBILITY 2.1. Responsible for implementing this policy: . 2.2. 2.3. ⚠️ British Columbia: a formal OHS program is required once headcount reaches 20 (or as low as 9, in higher-risk workplaces). ⚠️ Alberta: a health and safety representative is required at 5–19 workers.
3. TRAINING 3.1.
4. HAZARD REPORTING 4.1.
5. REVIEW 5.1. This policy is reviewed at least annually. Next review: .
APPROVED BY ______________ / / DATE
This is a boilerplate template, not legal advice. Employment, consumer-protection, privacy, and food-safety law in Canada is largely PROVINCIAL — this template uses Ontario (Employment Standards Act, 2000 / Occupational Health and Safety Act) as its default reference jurisdiction and flags with ⚠️ the specific British Columbia, Alberta, and Quebec divergences named in the underlying research, but it does not resolve every provincial variation for you. Quebec employers additionally have French-language obligations under the Charte de la langue française (Bill 96) that are handled as a separate French-language document, not by this English template. Have this document reviewed and adapted by a lawyer licensed in the relevant province before use, and confirm the current minimums/thresholds in force on the date of use — termination-clause case law in particular (Waksdale, Dufault, Chan and successors) changes year to year.
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1 of 10 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.