Understanding Canadian Lone Worker Safety Legislation: What Employers Need to Know

In Canada, workplace safety isn’t a one-size-fits-all regulation, especially when it comes to lone worker safety. From remote oil workers in Alberta to social workers conducting home visits in Ontario, lone workers face unique risks on the job. Ensuring their safety is not just good business practice—it’s a legal requirement.

Canada’s legal framework for lone worker protection is a complex patchwork of federal, provincial, and territorial regulations, each with its own expectations for employer responsibility. In this post, we’ll break down what the law says, the implications for employers across jurisdictions, and how organizations can remain compliant while prioritizing safety.

What Is a Lone Worker?

A lone worker is any employee who performs a job function in isolation from others without immediate supervision. This could include:

• Healthcare or social workers doing home visits

• Utility and maintenance personnel

• Real estate agents

• Delivery drivers

• Forestry and mining workers in remote regions

Because lone workers lack nearby coworkers or managers, they are especially vulnerable to incidents involving health, safety, violence, or emergencies.

Why Lone Worker Safety Is a Legal Priority in Canada

Canada’s approach to occupational health and safety (OHS) is decentralized. While the Canada Labour Code governs federally regulated industries (around 10% of the workforce), most employees fall under provincial or territorial OHS legislation.

Despite the fragmentation, one constant remains: employers have a legal obligation to ensure the health and safety of their lone workers.

Key lone worker-related provisions include:

• Hazard Prevention Program: Employers must identify and assess hazards (including working alone), implement controls, and ensure workers are trained.

• Emergency Procedures: Employers must develop procedures and ensure that employees can access first aid or assistance when required.

• Violence Prevention: As of January 1, 2021, updates to the Code require employers to proactively prevent workplace harassment and violence, including for lone workers.

Although the Code doesn’t use the term “lone worker” specifically, the obligations to protect workers in all environments extend to those working alone.

Provincial and Territorial Lone Worker Legislation: A Patchwork of Rules

Here’s where things get more complex. Each province and territory has its own OHS framework, and several have explicit regulations or guidelines for working alone. Let’s take a closer look.

Alberta

Alberta has some of the most comprehensive regulations for lone workers.

Under Alberta’s Occupational Health and Safety Code (Part 28), employers must:

• Conduct a hazard assessment for lone work

• Establish effective communication systems (e.g., radio, cell phone, check-ins)

• Provide training on procedures to manage risks

• Ensure regular contact with the lone worker

Failing to comply can result in administrative penalties or prosecution.

British Columbia

British Columbia’s Workers Compensation Act and OHS Regulation (Part 4, Section 4.21–4.23) requires:

• Procedures for checking the well-being of workers at regular intervals

• Effective communication systems

• Investigation and documentation of any incidents involving violence or threats against lone workers

B.C. employers are also expected to take preventive action against potential workplace violence.

Manitoba

Manitoba’s Workplace Safety and Health Regulation (Part 9) mandates that employers:

• Identify situations where workers are at risk while working alone or in isolation

• Develop procedures and training to address those risks

• Provide an effective communication system

Check-in intervals must be appropriate for the level of risk.

Ontario

While Ontario’s Occupational Health and Safety Act doesn’t contain a specific “working alone” section, the general duty clause (Section 25) requires employers to take every reasonable precaution to protect workers.

In practice, this means employers should assess and mitigate risks for lone workers—especially those at risk of workplace violence (e.g., home healthcare, social work, or public-facing roles).

Ontario also enforces the Workplace Violence and Harassment Regulation (O. Reg. 381/15), which mandates risk assessments and training where applicable.

Quebec

Quebec’s Act respecting occupational health and safety (AOHS) and Regulation respecting occupational health and safety (ROHS) do not directly address lone workers, but the employer’s duty to identify, control, and mitigate hazards applies.

Certain sectors—like construction and mining—have more specific safety requirements.

Other Provinces and Territories

• Saskatchewan, Nova Scotia, Newfoundland and Labrador, and the Yukon also have rules or guidelines about working alone.

• Territories like Nunavut and the Northwest Territories rely on general OHS principles, but employers are still expected to assess risk and implement controls.

In most jurisdictions, communication systems, hazard assessments, emergency planning, and incident reporting are consistent elements of compliance.

Employer Responsibilities: Beyond the Legislation

Even if a province doesn’t have lone worker-specific regulations, employers are still obligated to:

• Assess risk: Consider location, type of work, access to help, and potential for violence or injury.

• Implement a communication plan: Options include mobile devices, panic alarms, GPS-based lone worker safety apps, and timed check-ins.

• Train employees: All workers should know how to use safety tools, communicate during emergencies, and report hazards.

• Document procedures and incidents: Compliance relies heavily on written policies and thorough reporting.

Penalties for Non-Compliance

Failing to protect lone workers can result in serious consequences, including:

• Fines and administrative penalties

• Stop work orders

• Civil litigation

• Criminal charges under the Westray Law (Bill C-45)

The Westray Law allows for criminal prosecution of employers who fail to take reasonable steps to prevent workplace injury or death—including for lone workers.

Technology’s Role in Compliance and Safety

Many organizations are now using lone worker safety solutions that include:

• Wearable safety devices with Panic Alarm features

• Smartphone apps with GPS tracking and check-in features

• Real-time monitoring and escalation protocols

These tools can significantly reduce response times during emergencies and ensure compliance with provincial check-in requirements.

Final Thoughts: A Safety Strategy That Meets the Law—and Goes Beyond

Canadian employers must do more than tick legal boxes, they must foster a culture of safety. The laws may vary across provinces, but the duty of care remains the same: no worker should face avoidable risk simply because they work alone.

By staying current with legislation, conducting regular risk assessments, implementing the right tools, and training employees, organizations can reduce risk, protect lives, and avoid costly legal penalties.

For Canadian employers navigating the complex patchwork of lone worker safety legislation, SoloProtect offers an essential, turnkey solution. With a combination of discreet wearable devices, GPS-enabled mobile apps, and a 24/7 monitoring service, SoloProtect helps organizations meet federal and provincial requirements for lone worker communication and emergency response. Whether it’s Alberta’s strict check-in procedures or British Columbia’s violence prevention standards, SoloProtect’s technology and support streamline compliance while empowering lone workers to feel safe and connected wherever they are.

Beyond compliance, SoloProtect is a proactive investment in employee well-being and operational resilience. Lone workers face heightened risks from injury, illness, or aggression, and delays in getting help can have devastating consequences. SoloProtect dramatically reduces emergency response times and improves outcomes. It’s not just a tool to meet legal obligations—it’s a commitment to protecting people, minimizing downtime, and safeguarding reputations.

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