Understanding the Accessible Canada Act: What Business Leaders Need to Know*

The Accessible Canada Act (ACA) represents a cornerstone of accessibility law in Canada. For businesses operating within federal jurisdiction—such as banks, airports, Crown corporations, or postal services—it is crucial to understand the ACA’s provisions and its implications for how business must interact with customers and employees.

What is the Accessible Canada Act?

The ACA, which came into force in 2019, aims to eliminate barriers for people with disabilities and make Canada fully accessible by 2040. The law is designed to help individuals with physical, mental, or sensory impairments, both permanent and temporary, fully participate in society. Disabilities are broadly defined in the ACA, and this includes everything from mobility impairments to cognitive, intellectual, and learning disabilities.

The overarching goal of the ACA is simple: to ensure that everyone—regardless of their disability status—can enjoy the same freedoms and opportunities that are available to others. From a business perspective, this means considering accessibility in all aspects of business activity, from employment practices to the delivery of services.

What are Barriers?

The ACA defines a barrier as anything that prevents or limits a person with a disability from participating fully and equally in society. This can include physical, architectural, technological, or attitudinal barriers, as well as any restrictions caused by policies or practices.

When one thinks about accessibility, the first thought might be a physical barrier—perhaps a building that only has steps and no ramp. But the ACA emphasizes that barriers extend beyond the physical realm. For example:

Technological barriers: A website that does not include alt text for images is inaccessible to people with visual impairments who rely on screen readers.
Attitudinal barriers: Prejudices or negative stereotypes about people with disabilities can lead to discrimination and exclusion, such as assuming someone with a mental illness is unfit to work.
Policy barriers: An organization’s lack of accommodations for people with autism or ADHD may prevent them from thriving in a workplace or enjoying equal access to services.

This broad definition of barriers means that businesses must think beyond the physical environment to ensure they are truly accessible. By addressing these obstacles, businesses play a key role in making society more inclusive for all.

Key Areas to Address Under the ACA

The ACA lays out six key areas where barriers should be removed to ensure full accessibility. These areas are:

Employment – Businesses are required to make workplaces accessible, which may include providing accommodations for employees with disabilities.
Built Environment – This includes ensuring physical spaces, such as offices, stores, or public venues, are accessible to all.
Information and Communication Technologies – Websites, apps, and other digital platforms must be designed with accessibility in mind, ensuring they are usable by people with various disabilities.
Procurement of Goods, Services, and Facilities – When purchasing products or services, businesses must consider accessibility needs and choose vendors that adhere to accessibility standards.
Design and Delivery of Services – Businesses must ensure that the way services are offered is inclusive, whether in retail, customer support, or professional services.
Transportation – Companies involved in transportation (or whose operations rely on transportation) need to address barriers in this area to ensure equal access for people with disabilities.

Why Businesses Must Take Action

Business leaders may wonder how accessibility affects day-to-day operations. In short: accessibility is everyone’s responsibility. The ACA does not just apply to one specific industry or sector—it applies broadly to nearly all businesses in federal jurisdiction. Accessibility must be a priority for small and large businesses, in several key areas.

For example:

Employment: It is important to have an inclusive hiring process that allows individuals with disabilities to apply for jobs, and to provide reasonable accommodations once hired.
Built Environment: For those who manage or construct physical spaces, accessibility is a must. From accessible parking spaces to ramps and wider doorways, all these small changes contribute to making a business more inclusive.
Digital Accessibility: As more business is conducted online, ensuring that one’s company website is accessible to people with visual, auditory, or cognitive impairments is critical.
Customer Interaction: Providing alternative formats for the services of the business—whether it is a visually impaired person needing audio instructions or a hearing-impaired person requiring written communication—ensures that everyone has equal access.

Understanding these areas—and proactively addressing them—can help to foster a more inclusive environment, prevent legal risks, and enhance the reputation of the business.

A Commitment to Inclusivity

By embracing the ACA’s principles and requirements, businesses can contribute to a more equitable society. Canada’s goal of a barrier-free nation by 2040 is ambitious, but it is achievable if every business plays its part.

For federally regulated organizations, including banks, postal services, airports, and more, compliance with the ACA is not just a legal obligation—it is an opportunity to demonstrate leadership in inclusivity. Businesses that are proactive about addressing accessibility barriers will not only avoid legal complications, but they will also create more welcoming environments for all employees and customers.

In conclusion, the Accessible Canada Act is the cornerstone of Canadian accessibility law at the federal level, and businesses must familiarize themselves with its requirements. By removing barriers and providing equal opportunities, businesses can help ensure that Canada is fully accessible by 2040.

*based in the research of Kelci Miller, JD Candidate, 2025.

The views and opinions expressed in the blogs and case reporter are the views of their authors, and do not represent the views of the Desautels Centre for Private Enterprise and the Law, the Faculty of Law, or the University of Manitoba. Academic Members of the University of Manitoba are entitled to academic freedom in the context of a respectful working and learning environment.