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    What Is the AODA? Meaning, the 5 Standards and Who It Covers

    The Accessibility for Ontarians with Disabilities Act in plain English, without reading the regulation cover to cover.

    Last reviewed . Accessibility rules change, so check the official sources linked below before you rely on a detail.

    What does AODA mean?

    AODA stands for the Accessibility for Ontarians with Disabilities Act, 2005. It is the Ontario law that sets accessibility standards for government, businesses and non-profits, and the rules for how those standards are enforced.

    In practice, when people say "AODA" they usually mean the standards that sit under the Act, in a regulation called the Integrated Accessibility Standards Regulation (O. Reg. 191/11, or IASR). The Act is the frame. The regulation is the furniture you actually bump into.

    It applies to every Ontario business and non-profit with at least one employee in Ontario. What it asks of you depends on your size, which is covered in AODA requirements by business size.

    What is the AODA for?

    Section 1 of the Act sets out its purpose: to benefit all Ontarians by developing, implementing and enforcing accessibility standards for goods, services, facilities, accommodation, employment, buildings, structures and premises, and by involving people with disabilities, government and industry in writing those standards.

    The Act set a goal of an accessible Ontario on or before January 1, 2025. That date has come and gone. The standards, training rules and compliance reports did not go with it.

    What are the 5 AODA standards?

    The Integrated Accessibility Standards Regulation holds five standards. In front of them sits Part I, the general requirements that apply to everyone: policies, training and, for larger organizations, a multi-year plan.

    The five standards in O. Reg. 191/11, what each covers, and an everyday example.
    StandardWhat it coversEveryday example
    Information and CommunicationsPart IIHow you create, provide and receive information: websites, documents, feedback and emergency information.Providing a price list in large print when a customer asks. For 50+ employees, a website that meets WCAG 2.0 AA.
    EmploymentPart IIIAccessibility across the employee lifecycle: recruitment, accommodation, emergency information, return to work.Telling job applicants that accommodations are available during the hiring process.
    TransportationPart IVAccessible public transportation, taxis and conventional and specialized transit.Mostly relevant to transit providers and municipalities, not a typical small business.
    Design of Public SpacesPart IV.1New or redeveloped public spaces: paths, parking, service counters, waiting areas, play spaces.A new service counter with a section that a wheelchair user can use.
    Customer ServicePart IV.2Serving people with disabilities: assistive devices, service animals, support persons, disruptions, feedback, training.Welcoming a guide dog into your shop and posting a notice when your accessible entrance is closed.

    For most small businesses, Customer Service and Information and Communications do the heavy lifting. Transportation rarely applies unless you move the public around for a living.

    Who does the AODA apply to?

    Government, the designated public sector (municipalities, school boards, hospitals and others listed in the regulation), and every business and non-profit with at least one employee in Ontario. That includes partnerships, retailers, restaurants, manufacturers, construction companies and charities. Ontario says you are exempt only if you have no employees in Ontario.

    The regulation sorts businesses into two sizes, and the compliance report adds a third line:

    • Small organization: 1 to 49 employees in Ontario.
    • Large organization: 50 or more employees in Ontario.
    • 20 or more employees: file an accessibility compliance report every three years.

    How the AODA works with the Ontario Human Rights Code

    They are separate laws that pull in the same direction. The Human Rights Code protects people from discrimination because of disability and includes a duty to accommodate. The AODA sets minimum standards that organizations have to meet whether or not anyone has complained.

    Section 38 of the AODA settles conflicts: where the AODA, a standard or another law disagree, the rule that gives the highest level of accessibility wins. Meeting the AODA does not cancel your duties under the Code, which is also why AODA training has to cover the Code.

    A short AODA timeline

    • 2005: the Act is passed (S.O. 2005, c. 11).
    • 2011: the Integrated Accessibility Standards Regulation (O. Reg. 191/11) is made.
    • January 1, 2012: the start date for web content covered by the website rule.
    • January 1, 2021: websites of large organizations must meet WCAG 2.0 Level AA.
    • January 1, 2025: the Act's target date for an accessible Ontario.
    • 2026: the regulation is amended again (O. Reg. 69/26), and business compliance reports are due December 31.

    Questions people ask about the AODA

    What does AODA stand for?

    AODA stands for the Accessibility for Ontarians with Disabilities Act, 2005. It is the Ontario law that sets out how accessibility standards are developed, put in place and enforced for government, businesses and non-profits.

    What are the 5 AODA standards?

    The Integrated Accessibility Standards Regulation (O. Reg. 191/11) contains five standards: Information and Communications, Employment, Transportation, Design of Public Spaces, and Customer Service. A set of general requirements, such as policies and training, sits in front of them.

    When did the AODA become law?

    The Act was passed in 2005 (S.O. 2005, c. 11). The standards that businesses follow today are in O. Reg. 191/11, the Integrated Accessibility Standards Regulation, which has been amended several times since 2011, most recently in 2026.

    What was the AODA's 2025 goal?

    Section 1 of the Act set the goal of an accessible Ontario on or before January 1, 2025. That date has passed. The standards, the training rules and the compliance reporting still apply.

    Is the AODA the same as the ADA?

    No. The ADA is the Americans with Disabilities Act, a U.S. federal law. The AODA is Ontario law. They share a goal but have different rules, thresholds and enforcement. An Ontario business follows the AODA, and may also need to think about the ADA if it serves U.S. customers.

    How does the AODA work with the Ontario Human Rights Code?

    They work side by side. The Code protects people from discrimination and includes a duty to accommodate. The AODA sets minimum accessibility standards. Section 38 of the AODA says that where rules conflict, the one giving the highest level of accessibility wins.

    Official sources

    Checked on November 5, 2026.

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    Continue the AODA Guide

    AODA Requirements by Business Size

    Pick your employee count and see which AODA duties apply at 1 to 19, 20 to 49 and 50+ employees, with the regulation section for each.

    AODA Compliance Report 2026: Who Files by December 31 and How

    Ontario businesses with 20+ employees file by December 31, 2026. What you need, the portal steps and what your senior officer certifies.

    AODA Training: What Ontario Requires and the Free Official Option

    Who needs AODA training, what it must cover, Ontario's free AccessForward modules, certificates and whether training expires.