Ontario workers can refuse unsafe work after informing a supervisor.

Can Ontario workers refuse unsafe work? Yes—and here’s how it really works

Imagine you’re on a site, wearing your PPE, when something doesn’t feel right. Maybe a power tool is sparking, or a ladder wobbles, or a chemical container isn’t labeled properly. You’re not imagining it. In Ontario, employees have a clear right to refuse unsafe work. It’s not just a nice idea; it’s a legal protection designed to keep people safe in real-life moments like these.

Let’s untangle what “unsafe work” means and what you’re allowed to do when you feel you’re in imminent danger. This isn’t about scaring anyone into quitting a job; it’s about practical steps that keep you safe and help the work get done without needless risk. And if you’re in a field like security testing, where you might encounter unique hazards in the field or in client environments, the same rules apply—with a few sensible tweaks for the setting.

What counts as imminent danger?

Imminent danger is a real-time threat—something happening at that moment that could cause serious injury or death if you continue to work. Think electric shocks, a machine that could start unexpectedly, a fall hazard without proper fall protection, or a hazardous substance released in a way that could affect you immediately. It’s not about a vague risk that might happen later; it’s about something you believe could hurt you or someone nearby right now.

In practice, you don’t need to prove it beyond a doubt. You do need to believe, in the moment, that continuing would put you in danger. The Ontario Occupational Health and Safety Act supports that judgment.

The right to refuse unsafe work—the baseline

Here’s the core truth: workers in Ontario have the right to refuse unsafe work. This right is enshrined in the law to empower you to protect yourself and your teammates. The idea isn’t to let a safety issue linger or to create drama; it’s to ensure hazards are addressed promptly so people can work without fearing for their health and safety.

A common misconception is that you can only refuse if a supervisor approves first or that you must wait for a formal investigation. The process begins with you notifying the supervisor or employer about the hazard, but the right to refuse remains intact if the danger isn’t resolved quickly. The goal is to address the risk, not to ride out a bad situation.

What happens after you raise a concern?

The steps are straightforward, and they’re designed to be practical in real workplaces, from a factory floor to a software lab that does security testing in the field.

1. Tell someone in authority right away. You should notify your supervisor or employer about the hazard as soon as you can. Be factual: describe what you see, what could go wrong, and what you’re feeling at that moment.

2. Stop the work you’re doing. Don’t press on if you believe you’re in danger. Your safety comes first.

3. The supervisor investigates promptly. They’ll assess the risk, check the controls in place, and decide whether the hazard can be corrected quickly. If there’s a fuse box or a chemical container, for example, they’ll inspect it, perhaps shut it down, and arrange for repairs or replacement.

4. If the danger isn’t resolved, you may continue to refuse. If you still believe there’s a risk after the supervisor’s assessment, you can maintain the refusal. At this point, other parties come into play: a joint health and safety committee (JHSC) or a health and safety representative can be involved, and if needed, a formal complaint to the Ministry of Labour, Immigration, Training and Skills Development may occur.

5. Return to work only when it’s safe to do so. Once the hazard is corrected or properly controlled, you can resume work. If a supervisor or inspector determines it’s safe, the job continues with the appropriate precautions.

Who plays what role in the process?

• Supervisors and employers: They’re responsible for addressing hazards promptly, ensuring workers aren’t exposed to danger, and supporting the inspection and correction process. They should keep communication open and document what’s been done to mitigate risk.

• Health and safety representatives and JHSCs: These groups provide on-site expertise and a second pair of eyes on safety concerns. They help investigate incidents, review controls, and suggest improvements.

• Ministry of Labour inspectors: If a hazard isn’t resolved through internal processes, an inspector can assess the situation, investigate the complaint, and enforce corrective action if needed. This step is a last resort, but it’s a real mechanism to keep workplaces safe.

Bringing this into a security testing context

If you’re in security testing, hazards might look a little different than a factory floor. You may be working in client facilities, short-notice environments, or with sensitive equipment. You might encounter:

• Shared spaces with other workers or the public, where disruption could cause safety concerns.

• Security systems that could accidentally trigger alarms or access controls if mishandled.

• Areas with elevated risk (construction zones, industrial settings, or sites with hazardous materials).

In these cases, you still have the right to refuse unsafe work. The triggers might be more nuanced, like a lack of health and safety measures around live testing of a facility’s security systems, insufficient access control to a risky area, or unclear labeling of hazardous substances used during testing. The process is the same: stop, inform, investigate, and escalate if needed. The difference is that your risk assessment is often part of a broader project plan with stakeholders from IT, facilities, and security, so clear communication becomes even more critical.

Common myths and how to set the record straight

• Myth: You must endure risk until someone tells you to stop. Reality: You have the right to refuse when you believe there’s imminent danger. You don’t need to wait for a formal directive from up the chain.

• Myth: Refusing a task means you’ll get in trouble. Reality: Employers can’t discipline you for refusing unsafe work. The law protects you for acting in good faith to protect your health and safety.

• Myth: If the supervisor says it’s safe, you must keep going. Reality: If you still feel unsafe, you can maintain the refusal and ask for further verification. Your feelings aren’t dismissed by a quick shrug; you can request a safety review.

• Myth: This is only about loud alarms and dramatic scenarios. Reality: Safe work is about more than dramatic moments. It includes proper labeling, proper PPE, secure setups, and sound procedures that prevent injuries day in, day out.

Creating a safety-forward mindset

What helps safety work in practice? A culture that makes safety a shared responsibility. That means:

• Open dialogue: Workers feel comfortable raising concerns without fear of retaliation.

• Clear procedures: Everyone knows how to raise a concern, who to talk to, and what happens next.

• Regular training: People understand what constitutes imminent danger and how to react.

• Everyday checks: Quick spot checks and routine safety audits become second nature, not a checkbox exercise.

• Visible accountability: Supervisors model good safety behavior, and teams see that safety issues get resolved.

Practical tips you can use

• Document what you observe: Note the date, time, location, the hazard, and why you feel it’s dangerous. If you can, photograph the issue (where allowed) to support your concerns.

• Stay calm and professional: When you report a hazard, state facts without emotion. Share why you’re concerned and what could happen if the hazard isn’t addressed.

• Know who to contact: In most workplaces, your supervisor is the first stop. If you’re not getting traction, reach out to the safety representative or the JHSC, and if needed, seek external guidance from the ministry.

• Expect a plan, not a delay: The goal is to fix the hazard, not to stall work. A good process will propose concrete corrective steps with timelines.

• Remember your rights don’t replace good judgment: If you’re in a situation where immediate action is required, use your best judgment to protect yourself, but always follow the established channels afterward.

A quick reminder about the law’s intent

Ontario’s safety framework isn’t about creating friction or slowing people down. It’s about giving workers a practical shield against real, present danger. The right to refuse unsafe work is a cornerstone of a safety-first workplace. It’s about saying, “I’ll do my job, but I won’t risk my health or someone else’s.” And that’s a tone every team deserves.

If you’re exploring roles in fields that blend physical work with technical oversight—like field security testing, facilities access, or IT-hardening in client environments—keep this central idea in mind: safety isn’t optional. It’s built into every plan, every setup, and every conversation.

Wrapping it up

So, the concise takeaway: yes, workers in Ontario can refuse unsafe work after informing a supervisor, and they should. The right exists to protect you in the moment and to spur timely fixes so everyone can return to safe, productive work. Misconceptions exist, but the standards are clear and grounded in real-world practice. When in doubt, ask questions, document concerns, and lean on the safety culture that keeps teams strong.

If you’re curious about the practical side—like how safety teams coordinate with operations, or how risk assessments are carried out in fast-moving projects—keep the conversation going. There are many real-world stories, insights, and resources from Ontario’s safety agencies that can illuminate how this right plays out on the ground. And that understanding can make your work not only safer but more confident and capable.