There are three common ways to get the accessibility and employment documents Ontario’s 2026 rules call for. Each suits a different situation. This page compares them as fairly as we can, and says where we are not the right choice.
The comparison
| Free templates | Employment lawyer | EmployerReady | |
|---|---|---|---|
| Legal advice on your situation | No | Yes. That is what a lawyer provides. | No. We are not a law firm (terms). |
| Wording reviewed by a lawyer | Depends on the source | Yes | Not yet. Checked against the law texts, with the state of review on our methodology page. |
| Filled in with your details | You fill them in | Usually, within the engagement | Yes, from one questionnaire |
| Matched to your size (1, 20, 25, 50 employees) | You work out which apply | Yes, if you give the lawyer your numbers | Yes, from your employee counts |
| Covers both AODA and ESA | Separately, if you find them | If you ask | Yes: AODA documents for your size, ESA policies and a job posting rewrite |
| Section numbers on each document | Varies | Varies | Yes (about) |
| Updated when rules or your headcount change | You check for changes | In a new engagement | Re-issued while Keep-Current is active (included for a period after purchase, then optional; see the home page) |
| Cost | Free | Quoted by the firm | A one-time pack price, plus optional Keep-Current, both shown on the home page |
| Who files the accessibility report | You do. A director, senior officer or other person with authority to bind your organization certifies it (AODA s. 15(1)). EmployerReady does not file for you. | ||
“Free templates” here means samples from government and other free sources in general, not any one provider; what they include varies.
When each makes sense
- Free templates work if you are comfortable working out which rules apply at your size and filling in the documents yourself. The guides on this site are free and can help with that.
- A lawyer is the right call when your situation is unusual or contested: a complaint, an order or inspection, a unionized workplace, a dispute with an employee, or anything where you need advice rather than documents.
- EmployerReady fits a typical small or mid-sized Ontario employer that wants the standard documents for its size, dated, cited, and editable, without starting from a blank page. You review and adopt them, and you remain responsible for your compliance.
These are not exclusive. You can start with our documents and have a lawyer review them, which our FAQ suggests for unusual situations.
Try before deciding
The job posting check and the what applies to me list are free, and the sample policy shows what a document looks like.
Sources
- Accessibility for Ontarians with Disabilities Act, 2005 (s. 15 certification)
- EmployerReady terms, about and methodology pages
Common questions
Is EmployerReady a substitute for a lawyer?
No. EmployerReady produces documents and checklists from Ontario’s published rules and your answers. It is not legal advice and not a law firm. For unusual situations, have a lawyer review the documents.
Can anyone file the AODA report for me?
The report is certified by a director, senior officer or other responsible person with authority to bind your organization (AODA s. 15(1)). EmployerReady does not file for you.
Are free accessibility templates good enough?
They can be, if you work out which requirements apply at your size and fill them in accurately. What a free template includes varies by source.
Related guides
- AODA accessibility policy template for Ontario: what a compliant policy contains
- AODA compliance report checklist 2026: what to have in place before you certify
- AODA vs ESA: the two sets of Ontario employer rules, and which apply to you
- Ontario job posting rules 2026: pay range, AI, Canadian experience, 45-day notice