The digital landscape in Ontario is shifting again, and this time, it’s all about creating a more inclusive online space for everyone. The provincial government has officially updated the rules under the Accessibility for Ontarians with Disabilities Act (AODA), requiring businesses to adopt the new Web Content Accessibility Guidelines (WCAG) 2.2 standard by 2027.
For business owners and HR managers, this news signals a crucial moment to review and upgrade your public-facing websites and apps. While the deadline seems far off, achieving full AODA digital accessibility is a detailed process that requires planning, resources, and a genuine commitment to inclusivity. This isn’t just about compliance; it’s about ensuring every potential customer and employee can access the information and services you provide.
At Divino, we know that staying ahead of legislative changes is key to minimizing risk and building a strong, reputable business. Let’s break down what these new AODA rules mean and what you need to do to prepare.
What’s New? From WCAG 2.0 to 2.2
For years, Ontario businesses with 50 or more employees have been required to meet WCAG 2.0 Level AA standards. This framework helped make web content more accessible to people with a wide range of disabilities, including visual, auditory, physical, and cognitive challenges.
However, technology doesn’t stand still. The new WCAG 2.2 standard was developed to address the modern web, including the challenges of mobile devices and evolving user needs. It builds on the previous version by adding nine new success criteria, focusing on:
- Improved Mobile Usability: With more users accessing your site on phones and tablets, the new rules ensure touch targets are large enough to prevent errors.
- Better Focus Visibility: For users who navigate with a keyboard instead of a mouse, it will be easier to see which element is currently selected. The focus indicator can no longer be hidden or blocked by other page elements like sticky headers or pop-ups.
- Enhanced Cognitive Accessibility: The changes aim to make web forms and authentication processes simpler and more predictable, reducing the cognitive load on users. For example, it discourages the use of “CAPTCHA” tests that require users to solve puzzles.
“A business that prioritizes digital accessibility isn’t just meeting a legal requirement; it’s expanding its market reach and demonstrating a real commitment to customer and employee well-being.”
These updates reflect a deeper understanding of the barriers people with disabilities face online. For Ontario employers, embracing this new standard for AODA digital accessibility is an opportunity to lead with inclusivity and improve the user experience for everyone who visits your site.
Why This Matters Beyond Compliance
Failing to meet AODA standards carries significant penalties—up to $100,000 per day for corporations. But the real cost of non-compliance goes far beyond fines. An inaccessible website can damage your brand’s reputation and alienate a large segment of the population. According to Statistics Canada, over a quarter of Ontarians aged 15 and over have at least one disability. That’s a massive talent pool and customer base to ignore.
A fully accessible website, on the other hand, delivers powerful business benefits:
- Wider Talent Pool: An accessible careers page ensures you don’t miss out on qualified candidates who use assistive technologies.
- Increased Market Share: An easy-to-use website improves the experience for all customers, not just those with disabilities.
- Stronger Brand Image: Demonstrating a commitment to social responsibility builds trust and loyalty.
As you plan for these changes, it’s a good time to review your broader HR policies. Ensuring your digital front door is open to everyone aligns with creating a psychologically safe workplace, where all employees feel valued and included.
What Ontario Employers Should Do Next
The 2027 deadline provides a reasonable window to prepare, but you shouldn’t wait. Proactive planning will make the transition smoother and more cost-effective. Here are three steps to take now:
- Conduct a Digital Accessibility Audit: The first step is to understand where you currently stand. Hire a reputable third-party expert to audit your public-facing websites and applications against the new WCAG 2.2 Level AA criteria. This audit will provide a clear roadmap of what needs to be fixed, from image alt text and colour contrast to keyboard navigation and form labels.
- Develop a Phased Implementation Plan: Don’t try to fix everything at once. Work with your web development team or accessibility consultant to prioritize the most critical issues. Create a realistic timeline and budget for implementing the necessary changes over the next two years. This plan should include both technical fixes and content updates.
- Train Your Team on Accessibility Best Practices: Compliance isn’t a one-time project; it’s an ongoing commitment. Train your marketing, content, and web development teams on the principles of AODA digital accessibility. Ensure everyone who creates content for your website understands their role in maintaining an inclusive online presence. As you update your hiring process, consider how these new standards impact your New Written Information Requirements for Ontario Employers.
By taking these steps, you can ensure your business not only meets the new AODA digital accessibility standards but also builds a more welcoming and user-friendly digital experience for all Ontarians.
Need help navigating HR changes? Book your free HR audit today or speak with our team about how Divino can support your business.
