Worker Rights and Safety Course: Lessons 2026

Lesson 1: Which safety law covers you

Canada has 14 health and safety jurisdictions: one federal, ten provincial and three territorial. CCOHS says about 6% of workers fall under federal safety law. Everyone else is covered by the law of their province or territory. Which one applies depends on the kind of work your employer does.

• Federal law: Part II of the Canada Labour Code covers federally regulated workplaces, such as banks, airlines and airports, postal and courier services, railways and trucking that cross borders, telecommunications and the federal public service.
• Provincial or territorial law: most other workplaces, such as stores, offices, factories and building sites. Examples are Ontario's Occupational Health and Safety Act, Alberta's OHS Act and BC's Workers Compensation Act with its OHS Regulation.

Every one of these laws puts the main duty on the employer. The Canada Labour Code says every employer must ensure that the health and safety at work of every employee is protected (s. 124). Ontario's Act says employers must take every reasonable precaution to protect workers.

Training required by law

Some provinces require basic safety training. In Ontario, Ontario Regulation 297/13 requires basic health and safety awareness training for workers and supervisors. The province's Worker Health and Safety Awareness in Four Steps program meets it. This course is background knowledge only and does not replace that training or any other training your employer must give you.

Lesson 2: Your three basic rights

Across Canada, workers have three basic health and safety rights:

Committees and representatives

Workers take part through a joint health and safety committee. CCOHS explains that committees are generally made up of at least half worker members, picked by workers or their union, with one worker co-chair and one management co-chair. Smaller workplaces often have a health and safety representative instead.

Under the Canada Labour Code, a workplace committee is needed where 20 or more employees normally work (s. 135), and a representative where fewer than 20 work (s. 136). An employer with 300 or more employees also needs a policy committee (s. 134.1). Provinces set their own numbers.

Lesson 3: How a work refusal works

The wording is different in each law, but the idea is the same: you may refuse work you have reasonable cause to believe is dangerous to you or others.

The usual steps

1. Stop the task and tell your supervisor or employer right away what you are refusing and why.
2. The employer investigates right away with you present. In Ontario, a worker member of the committee or another worker representative is also there.
3. If the problem is fixed, you go back to work. You may be given other safe work in the meantime.
4. If you still believe the danger is there, the government regulator is called. An inspector or officer investigates and decides. Under the Canada Labour Code, the committee or representative investigates before this step.

Limits on the right

Under the Canada Labour Code, you cannot refuse if the danger is a normal condition of your job or if refusing would put another person's life directly in danger. Ontario limits the right for police officers, firefighters, correctional workers and some health care workers in certain situations.

Lesson 4: Protection from reprisal

A reprisal is punishment for using your safety rights. All Canadian safety laws forbid it. For example:

• Canada Labour Code s. 147: an employer may not fire, suspend, lay off, demote, fine or discipline an employee, or threaten to, for acting under Part II or seeking its enforcement.
• Ontario OHS Act s. 50: an employer may not dismiss, discipline, suspend or penalize a worker, or threaten to, for following the Act or seeking its enforcement.
• BC OHS Regulation s. 3.13: a worker who refuses unsafe work properly must not face prohibited action. Temporary other work at no loss in pay is allowed.

Under the federal law, an employer may only discipline a worker for a refusal if it can show the worker wilfully abused the right, and only after all investigations and appeals are over. A worker can complain to the Canada Industrial Relations Board within 90 days.

Lesson 5: Your duties and what to do after an injury

Rights come with duties. Under the Canada Labour Code (s. 126) and provincial laws, workers must:

• Follow safe work procedures and the employer's safety instructions
• Use the safety equipment and protective gear the employer requires
• Report hazards, broken or missing equipment, and incidents to a supervisor
• Take reasonable care for their own safety and the safety of others

New and young workers

In BC, a young worker means a worker under 25. BC's regulation (s. 3.23) says young and new workers must get a site orientation before they start work. It includes their supervisor's name, working alone, workplace violence, emergency procedures and how to reach the safety committee or representative.

If you are hurt at work

1. Get first aid or medical care if you need it.
2. Tell your employer as soon as it is safe to do so.
3. Tell the health care provider the injury happened at work.
4. Report it to your province's workers' compensation board, such as WorkSafeBC, WCB Manitoba or the Workplace Safety and Insurance Board (WSIB) in Ontario.

WCB Manitoba explains that workers' compensation is a no-fault insurance system paid for by employers. Injured workers get benefits no matter who was at fault. In return, workers give up the right to sue their employer. WorkSafeBC says workers have up to one year from the injury to report it, but sooner is better.