Fast facts
| Required by law? | Yes, for every workerO. Reg. 297/13, s. 1 (1) |
|---|---|
| Approved provider required? | NoO. Reg. 297/13, s. 1 (3) |
| Does it expire? | None in Ontario lawO. Reg. 297/13, s. 1 |
| Can it be verified? | Employer records onlyO. Reg. 297/13, s. 4 (1) |
| How long is the training? | Not prescribedO. Reg. 297/13, s. 1 (3) |
| Also called | worker awareness training, basic OHS awareness, Worker Health and Safety Awareness in 4 Steps |
| Applies to | Workplaces generally |
Last verified August 23, 2026 against the sources listed at the bottom of this page.
Is basic awareness training for workers required by law in Ontario?
Yes, for every worker. An employer shall ensure that a worker who performs work for the employer completes a basic occupational health and safety awareness training program as soon as practicable.
O. Reg. 297/13, s. 1 (1)
Does the training provider have to be government-approved?
No. Ontario approves no providers for awareness training. The regulation prescribes the seven topics, and the ministry publishes free workbooks and eLearning that meet them.
O. Reg. 297/13, s. 1 (3)
Does basic awareness training for workers expire in Ontario?
None in Ontario law. The regulation sets no expiry and no refresher for basic awareness training. Once it is done and proof exists, it stands.
O. Reg. 297/13, s. 1
Refresher
There is no refresher for awareness training in Ontario law. Job-specific training duties, including the annual review of hazardous materials training under s. 42 (3) of the Act, are separate.
How long is the training itself?
Not prescribed. Ontario sets no minimum hours. The requirement is that the program covers all seven prescribed topics.
O. Reg. 297/13, s. 1 (3)
What has to be covered
- The duties and rights of workers under the Act
- The duties of employers and supervisors under the Act
- The roles of health and safety representatives and joint health and safety committees under the Act
- The roles of the Ministry, the Workplace Safety and Insurance Board and entities designated under s. 22.5 of the Act
- Common workplace hazards
- The requirements of Regulation 860 (WHMIS) for information and instruction on hazardous products
- Occupational illness, including latency
How an employer proves it
Employer records only. There is no government registry. The employer must maintain a record of the training completed by its workers and supervisors.
O. Reg. 297/13, s. 4 (1)
What the employer has to keep
- A record of the awareness training completed by each worker and supervisor
- A record of anyone the employer is exempt for
- Written proof of completion, given to the worker on request
What people get wrong about basic awareness training for workers
It is portable, and the new employer must verify it
A worker who has already completed awareness training and gives the new employer proof does not have to retake it, but only if that employer verifies the previous training covered all seven prescribed topics. Accepting the certificate without checking the content does not satisfy the exemption.
O. Reg. 297/13, s. 1 (2)
Proof survives the job by six months
If a worker or supervisor asks for written proof of completion within six months of no longer working for the employer, the employer must still provide it. Keep the records after the worker leaves.
O. Reg. 297/13, s. 4 (5)
Occupational illness and latency was added later
The seventh topic, occupational illness including latency, was added by O. Reg. 191/19. A program written before that amendment may cover only six topics and will not meet the current requirement.
O. Reg. 297/13, s. 1 (3), para. 7
As soon as practicable means before the hazards, not before the paperwork
The regulation sets no fixed deadline for workers, unlike the one-week rule for supervisors. It requires completion as soon as practicable, which for a worker starting on a hazardous site is measured in hours, not weeks.
O. Reg. 297/13, s. 1 (1)
Related safety training requirements
Official sources
Every statement above was read from the source itself rather than a summary of it. Where Ontario law is silent, this page says so instead of repeating industry practice as if it were a legal requirement.
This is an independent summary of public information, not legal advice, and requirements change. Confirm the current requirement with the Ministry of Labour, Immigration, Training and Skills Development before acting on it.