Human Resources Legislative Update
Federal Government Publishes Revised Standard on Accessible Employment under the Accessible Canada Act
Date: June 9, 2025
On May 29, 2025, Accessibility Standards Canada (ASC) announced its publication of a revised Accessibility Standard on Employment (Standard) under its mandate pursuant to the Accessible Canada Act (Act). The revised Standard, CAN/ASC-1.1:2024 (REV-2025), replaces the original version released in December 2024.
Background
The Act came into force on July 11, 2019, establishing ASC as a departmental corporation mandated to develop accessibility standards that contribute to the realization of a Canada without barriers.
The Standard is designed to complement existing legal frameworks including the Canadian Human Rights Act, Canada Labour Code, and Employment Equity Act, while providing additional requirements to ensure accessible and inclusive workplaces beyond minimum compliance.
Scope and Application
The Standard is designed to complement accessibility plans required by the Accessible Canada Regulations. However, it is important to note that standards under the ASC are voluntary in nature and cannot be enforced unless they become regulations.
The Standard applies to federally regulated entities as specified in Section 7 of the Act, including:
- Government entities, departments, agencies, Crown corporations, and public appointments
- Federally regulated private sector entities in industries such as banking, telecommunications, transportation, and broadcasting
- Third-party contractors operating under federal jurisdiction
The Standard covers all work arrangements including permanent, temporary, casual, part-time, contract, and gig work, as well as work-integrated learning and apprenticeship opportunities.
Key Revisions
The revisions to the Standard include:
- new culture, engagement, and education section: comprehensive requirements for fostering disability-confident workplace cultures, including communication strategies, worker-centered actions, leadership accountability, and mandatory training programs.
- accessibility support systems framework: detailed guidance on developing and maintaining comprehensive accommodation systems that meet the individual needs of employees.
- enhanced informative annexes: three new annexes providing background context, lived experience perspectives, and practical implementation guidance.
New Concepts and Analytical Frameworks
The Standard introduces new concepts and analytical frameworks:
- Intersectional Accessibility Lens: an analytical framework that examines how disability intersects with other identities including race, gender, and sexual orientation to address complex, cumulative discrimination experiences.
- Disability Confidence Model: organizational willingness and ability to effectively manage diverse human needs while treating accessibility as a business priority rather than a compliance burden.
- Accessibility Passport: a continuity tool allowing workers to document barriers and support measures that follow them across organizational roles.
Implications for Employers
Organizations considering implementation of the revised Standard should prepare for a strategic shift toward proactive accessibility management, leadership engagement, policy coordination across business functions, and technology system updates. The Standard focuses on preventing barriers rather than responding to accommodation requests after issues arise, which may affect how organizations structure their accessibility processes and allocate resources for workplace inclusion initiatives.
If you have any questions or require further information about federal accessibility requirements or implementation of the revised Standard, please reach out to George G. Vuicic or your regular Hicks Morley lawyer.
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