What the AODA compliance report actually asks
It's not an essay and not an audit. It's a set of yes/no questions about whether you meet the Integrated Accessibility Standards Regulation, plus a certification by a director or senior officer that the answers are complete and accurate.
The shape of it
You register on the Accessibility Compliance Reporting Portal, enter the organisation's legal name, business number, and employee count, name the certifier, and answer the questions for your size. The exact wording is only visible inside the portal, but every question maps to a requirement in the regulation, and those are public. Grouped by standard, this is what "yes" covers:
General requirements
- Policies on how you achieve accessibility (written and public at 50+).
- Training on the regulation and the Human Rights Code for every employee, volunteer, policy-maker, and anyone serving the public on your behalf — as soon as practicable, and again when policies change. Written record at 50+.
- Multi-year accessibility plan — 50+ only, posted, reviewed every five years.
- Self-service kiosks — accessibility considered when you buy or design them, if you have any.
Customer service
- Policies on serving people with disabilities consistent with dignity, independence, integration, and equal opportunity.
- People may use their own assistive devices; service animals are allowed wherever the public is unless excluded by law; support persons may accompany, with any admission fee disclosed in advance.
- Notice of temporary disruptions to facilities or services people with disabilities rely on.
- A feedback process, made known to the public, with accessible formats available.
Information and communications
- Accessible formats and communication supports on request, in a timely way, at no extra cost, with a public notice that this is available.
- Emergency and public-safety information you publish, available in an accessible format on request.
- Website — 50+ only: public sites conform to WCAG 2.0 Level AA.
Employment
- Telling applicants that accommodation is available during recruitment, at interview, and on offer.
- Telling employees about your accommodation policies at hire and when they change.
- Accessible formats for information employees need to do their jobs, on request.
- Individualised workplace emergency response information for any employee with a disability who needs it — written at every size.
- 50+: a written process for documented individual accommodation plans and a documented return-to-work process.
- Accessibility needs taken into account in performance management, career development, and redeployment, where you do those things.
Design of public spaces
Only if you newly built or redeveloped public spaces — service counters, waiting areas, parking, outdoor paths, patios, play spaces, trails — since 2018 (2017 at 50+). Existing spaces don't have to be retrofitted.
What makes a "yes" true
The regulation is explicit about what must exist. Under 50 employees the practice must exist; at 50 and over it must also be written down and, for some items, published. The signature certifies each answer, so the useful question before filing isn't "are we accessible?" but "for each row, what could we show?" The free checker gives you that list for your size and sector, with the evidence to keep beside each item: plainkit.lol/aoda.
Sources
Checked against these pages on September 11, 2026. Information, not legal advice; the portal's own wording governs.