Working Alone – Know The Laws of Your Province

Working alone regulations are essential for ensuring the safety and wellbeing of employees who perform tasks without direct supervision or immediate assistance. These regulations require employers to assess potential hazards, implement control measures, and establish communication protocols to protect lone workers. Safety measures include regular check-ins, emergency response procedures, and access to necessary personal protective equipment. Workers must be trained to recognize risks associated with working alone and understand the procedures in place for their protection. While general safety principles apply across Canada, specific regulations vary by province and territory to address industry-specific and environmental risks. Compliance with these regulations reduces workplace incidents, enhances worker safety, and fosters a proactive safety culture.

FEDERAL

Working alone regulations are critical for ensuring the safety of employees performing tasks without direct supervision or immediate assistance. Under the Code of Federal Regulations – Subpart F General Working Conditions, Section 1915.84, and the Canada Labour Code (Code) – Part II Occupational Health and Safety, Section 124, employers are responsible for ensuring a safe work environment for all employees, including those working alone.

General Working Conditions – Working Alone

(a) Except as provided in § 1915.51(c)(3) of this part, whenever an employee is working alone, such as in a confined space or isolated location, the employer shall account for each employee:

(1) Throughout each workshift at regular intervals appropriate to the job assignment to ensure the employee’s safety and health; and

(2) At the end of the job assignment or at the end of the workshift, whichever occurs first.

(b) The employer shall account for each employee by sight or verbal communication. Section 1915.84.

There are no specific provisions under the Code that prohibit employees from working alone. However, employers are bound by section 124 of the Code which states, “every employer shall ensure that the health and safety at work of every person employed by the employer is protected”.

There are several situations identified in the Canada Occupational Health and Safety Regulations which prohibit employees from working alone, including:

certain types of electrical work require a safety watcher or a first aider [section 8.8 and subsection 16.3(3) respectively].
entry into confined spaces under specified hazardous conditions [paragraph 11.5(1)(c)].
where there is a hazard of drowning [paragraph 12.11(2)(b)].
repairs or maintenance work on a machine which cannot reasonably be locked out [subparagraph 13.16(2)(b)(ii)].
operation of materials handling equipment with an obstructed view [subsection 14.25(b)].

Further details on the Code of Federal Regulations, Canada Labour Code, and Canada Occupational Health and Safety Regulations can be found at Ecfr.gov, justice.gc.ca, and Justice.gc.ca.

ALBERTA

In Alberta, employers are required to address working alone under the Occupational Health and Safety Code – Part 28 Working Alone, Sections 393 and 394. These regulations mandate that employers assess the hazards associated with working alone and implement measures to reduce risks.

Part 28 Working Alone – Application

This Part applies if:

(a) a worker is working alone at a work site, and

(b) assistance is not readily available if there is an emergency or the worker is injured or ill. Section 393(1).

Working alone is considered a hazard for the purposes of Part 2. Section 393(2).

Precautions Required

An employer must, for any worker working alone, provide an effective communication system consisting of:

(a) radio communication,

(b) landline or cellular telephone communication, or

(c) some other effective means of electronic communication that includes regular contact by the employer or designate at intervals appropriate to the nature of the hazard associated with the worker’s work. Section 394(1).

Despite subsection (1), if effective electronic communication is not practicable at the work site, the employer must ensure that:

(a) the employer or designate visits the worker, or

(b) the worker contacts the employer or designate at intervals appropriate to the nature of the hazard associated with the worker’s work. Section 394(1.1).

394(2) and (3) – Repealed.

Further details on the Occupational Health and Safety Code can be found at Alberta.ca.

BRITISH COLUMBIA

In British Columbia, employers are required to address working alone under the Occupational Health and Safety Regulation – Part 4 General Conditions, Sections 4.20 to 4.23. These regulations mandate that employers assess the risks associated with working alone and implement measures to protect workers.

Working Alone or In Isolation – Definition

In sections 4.20.2 to 4.23, “to work alone or in isolation” means to work in circumstances where assistance would not be readily available to the worker:

(a) in case of an emergency, or

(b) in case the worker is injured or in ill health. Section 4.20.1.

Hazard Identification, Elimination, and Control

(1) Before a worker is assigned to work alone or in isolation, the employer must identify any hazards to that worker.

(2) Before a worker starts a work assignment with a hazard identified under subsection (1), the employer must take measures:

(a) to eliminate the hazard, and

(b) if it is not practicable to eliminate the hazard, to minimize the risk from the hazard.

(3) For purposes of subsection (2) (b), the employer must minimize the risk from the hazard to the lowest level practicable using engineering controls, administrative controls or a combination of engineering and administrative controls. Section 4.20.2.

Procedures for Checking Wellbeing of Worker

(1) The employer must develop and implement a written procedure for checking the well-being of a worker assigned to work alone or in isolation.

(2) The procedure for checking a worker’s well-being must include the time interval between checks and the procedure to follow in case the worker cannot be contacted, including provisions for emergency rescue.

(3) A person must be designated to establish contact with the worker at predetermined intervals and the results must be recorded by the person.

(4) In addition to checks at regular intervals, a check at the end of the work shift must be done.

(5) The procedure for checking a worker’s well-being, including time intervals between the checks, must be developed in consultation with the joint committee or the worker health and safety representative, as applicable.

(6) Time intervals for checking a worker’s well-being must be developed in consultation with the worker assigned to work alone or in isolation. Section 4.21.

Training

A worker described in section 4.21(1) and any person assigned to check on the worker must be trained in the written procedure for checking the worker’s well-being. Section 4.22.

For more information:

Late night retail safety procedures and requirements. Section 4.22.1.
Mandatory prepayment for fuel. Section 4.22.2.
Annual reviews of procedures. Section 4.23.

Further details on the Occupational Health and Safety Regulation can be found at Worksafebc.com.

MANITOBA

In Manitoba, employers are required to address working alone under the Workplace Safety and Health Act and Regulation – Part 9 Working Alone or in Isolation, Sections 9.1 to 9.3. These regulations mandate that employers assess the risks associated with working alone and implement measures to protect workers.

Part 9 Working Alone or In Isolation – Application

This Part applies to every workplace where a worker works alone or works in isolation. Section 9.1.

Risk Identification

(1) When a worker works alone or works in isolation, an employer must identify the risks arising from the conditions and circumstances of the worker’s work in consultation with:

(a) the committee at the workplace;

(b) the representative at the workplace; or

(2) An employer must, so far as is reasonably practicable, take steps to eliminate or reduce the identified risks to workers working alone or working in isolation.

Safe Work Procedures

(1) An employer must:

(a) develop and implement safe work procedures to eliminate or reduce the identified risks to workers working alone or working in isolation;

(b) train workers in the safe work procedures; and

(2) The safe work procedures must include:

(a) the establishment of an effective communication system that consists of:

(i) radio communication,

(ii) telephone or cellular phone communication, or

(iii) any other means that provides effective communication given the risks involved;

(b) any of the following:

(i) a system of regular contact by the employer with the worker working alone or in isolation,

(ii) limitations on or prohibitions of specified activities,

(iii) the establishment of training requirements; and

(c) where applicable, the provision of emergency supplies for use in travelling or working under conditions of extreme cold or other inclement weather conditions.

(3) An employer must post a copy of the safe work procedures in a conspicuous place at the workplace.

(4) An employer must review and revise the procedures not less than every three years or sooner if circumstances at a workplace change in a way that poses a risk to the safety or health of a worker working alone or in isolation. Section 9.3(1) to (4).

Further details on the Workplace Safety and Health Act and Regulation can be found at Gov.MB.ca.

NEW BRUNSWICK

In New Brunswick, employers are required to address working alone under the Occupational Health and Safety Act – Section 51. These regulations mandate that employers assess the hazards associated with working alone and implement measures to minimize risks.

Under section 51 of the Occupational Health and Safety Act, the Lieutenant-Governor in Council makes the following Regulation:

This Regulation may be cited as the Code of Practice for Working Alone Regulation - Occupational Health and Safety Act. Section 1.

An employer shall establish a code of practice to ensure, so far as is reasonably practicable, the health and safety of an employee who works alone at any time at a place of employment from risks arising out of, or in connection with, the work assigned. Section 2.

An employer shall ensure that the code of practice referred to in section 2 includes, without being limited to, the following information:

(a) the name, address, location and telephone number of the place of employment;

(b) the name, address, location and telephone number of the employer;

(d) identification of the possible risks to each employee who works alone that arise out of or in connection with the work assigned;

(e) the procedures to be followed in order to minimize the risks identified in paragraph (d); and

(f) details of the means by which an employee who works alone can secure emergency assistance and the employer can provide emergency assistance in the event of injury or other circumstances which may endanger the health or safety of the employee. Section 3(a) to (f).

An employer shall provide any equipment required in a code of practice established under section 2 and shall ensure that the code of practice is adhered to at the place of employment. Section 4.

An employee who works alone at any time shall adhere to the code of practice established under section 2. Section 5.

An employer shall implement a training program in respect of a code of practice established under section 2 for each employee who works alone at any time and for each supervisor who is responsible for an employee who works alone at any time. Section 6.

An employer shall ensure that a copy of a code of practice established under section 2 is readily available to an officer on request. Section 7.

Where there is an inconsistency between a code of practice established under this Regulation and any other regulation, that other regulation prevails to the extent of the inconsistency. Section 8.

Further details on the Occupational Health and Safety Act can be found at Laws.gnb.ca.

NEWFOUNDLAND & LABRADOR

In Newfoundland and Labrador, employers are required to address working alone under the Occupational Health and Safety Act – Part 3 General Duties, Section 15. This regulation mandates that employers take all reasonable precautions to ensure the health and safety of workers, including those working alone.

Working Alone

(1) In this section, “to work alone or in isolation” means to work in circumstances where assistance would not be readily available to the worker:

(a) in case of an emergency; or

(b) in case the worker is injured or in ill health.

(2) An employer shall conduct a risk assessment where a worker is assigned to work alone or in isolation.

(3) Where a risk assessment required under subsection (2) identifies a hazard, appropriate controls shall be implemented to eliminate, or where elimination is not practicable, minimize the risk associated with the hazard.

(4) An employer shall develop and implement a written procedure for checking the well-being of a worker assigned to work alone or in isolation.

(5) A procedure referred to in subsection (4) shall include the time interval between checks and the procedure to follow in case the worker cannot be contacted, including provisions for emergency response.

(6) A person shall be designated to establish contact with the worker at predetermined intervals and the results shall be recorded by the person.

(7) A procedure referred to in subsection (4) shall be developed in consultation with the worker assigned to work alone or in isolation, the occupational health and safety committee, the worker health and safety representative or designate, whichever applies.

(8) A procedure referred to in subsection (4) shall be reviewed at least annually, or more frequently if there is:

(a) a change in work arrangements that may adversely affect a worker’s well-being or safety; or

(b) a report that procedures are not working effectively. Section 15(1) to (8).

Further details on the Occupational Health and Safety Act can be found at Assembly.NL.ca.

NOVA SCOTIA

Nova Scotia does not have specific lone worker legislation; however, it establishes a legal minimum number of workers for certain hazardous working situations. Under the Occupational Health and Safety Act – Sections 13(1)(a), 17(2) and 28(2)(e), and the Violence in the Workplace Regulations – Sections 5(1) and 7(1), employers are required to ensure a safe work environment by assessing risks associated with working alone.

The following sections of the Occupational Health and Safety Act, and its regulations pertain to lone workers:

“Every employer shall take every precaution that is reasonable in the circumstances to ensure the health and safety of persons at or near the workplace”. OHS Act s. 13 (1)(a). 

This section requires the employer to conduct a hazard assessment and, in consultation with the Joint Occupational Health and Safety Committee (committee) or Health and Safety representative (representative), if any, put into place such reasonable measures required to provide for the health and safety of employees and anyone else that may be present at or near the workplace. In the case of a lone worker, this would require an assessment of the risks of working alone and reasonable control measures to minimize these risks, such as training, communications, physical security, etc.

“Where an employee believes that any condition, device, equipment, machine, material or thing or any aspect of the workplace is or may be dangerous to the employee’s health or safety or that of any other person at the workplace, the employee shall:

(a) immediately report it to a supervisor;

(b) where the matter is not remedied to the employee’s satisfaction, report it to the committee or the representative, if any; and

(c) where the matter is not remedied to the employee’s satisfaction after the employee reports in accordance with clauses (a) and (b), report it to the Division. OHS Act s. 17(2).

Employees should be aware of their own right and responsibility to report working conditions they believe may be hazardous to their own health or safety or that of others. This is an important aspect of the Internal Responsibility System (IRS) which is the foundation of our OHS legislation. Employees are not only expected, but they are obligated to report health and safety concerns.

Where the business is large enough to be required to have a written occupational health and safety program it must include:

(i) evaluation of the workplace to identify potential hazards,

(ii) procedures and schedules for regular inspections,

(iii) procedures for ensuring the reporting of hazards and the accountability of persons responsible for the correction of hazards, and

(iv) identification of the circumstances where hazards must be reported by the employer to the committee or representative, if any, and the procedures for doing so; OHS Act s. 28(2)(e). 

This requires that, for workplaces large enough to require a program, it must include a hazard identification system to evaluate potential hazards, procedures for reporting them and accountability for correcting them, a system of monitoring for hazards, etc. This may be a method by which it could be pointed out to employers, who may not perceive working alone as a hazardous situation, that they should use their program procedures to address this specific concern.

Violence in the Workplace Regulations s. 5 (1) – “An employer must conduct a violence risk assessment for each of their workplaces in accordance with this Section to determine if there is a risk of violence in the workplace and prepare a written report concerning the violence risk assessment detailing the extent and nature of any risk identified by the assessment.

“An employer must establish and implement a workplace violence prevention plan for each workplace for which a significant risk of violence is identified through a violence risk assessment or that an officer orders a plan for.” s. 7 (1).

The Violence in the Workplace Regulations only apply to certain types of business and the full regulation must be consulted to determine applicability and required action. In general, those businesses that deal with clientele, such as retail stores, health care facilities, educational facilities, police and correctional services, financial services, transportation services, etc. are required to conduct a violence risk assessment and establish/implement a plan to prevent the incidence of violence.

Further details on the Occupational Health And Safety Act and Violence in the Workplace Regulations can be found at NSlegislature.ca, and Novascotia.ca.

NORTHWEST TERRITORIES & NUNAVUT

In the Northwest Territories, employers are required to address working alone under the Official Consolidation of Occupational Health and Safety Regulations – Part 3 General Duties, Section 33. This regulation mandates that employers take all reasonable precautions to protect the health and safety of workers, including those working alone.

Working Alone or at Isolated Work Site

(1) In this section, “work alone” means to work at a work site as the only worker at that work site, in circumstances where assistance from another person who is a first aid attendant is not readily available in the event of injury or emergency, ill health, or emergency.

(2) If a worker is required or permitted to work alone or at an isolated work site, an employer, in consultation with the Committee or representative or, if no Committee or representative is available, the worker and other workers, shall identify the hazards arising from the conditions and circumstances of that work.

(3) An employer shall take reasonable measures to eliminate or reduce the risks posed by the hazards identified under subsection (2), including the establishment of an effective communication system that consists of:

(a) radio communication;

(b) phone or cellular phone communication; or

Further details on the Official Consolidation of Occupational Health and Safety Regulations can be found at Canlii.org

NUNAVUT

In Nunavut, employers are required to address working alone under the Official Consolidation of Occupational Health and Safety Regulations – Part 3 General Duties, Section 33. This regulation mandates that employers take all reasonable precautions to protect the health and safety of workers, including those working alone.

Working Alone or at Isolated Work Site

(a) radio communication;

(b) phone or cellular phone communication; or

Further details on the Official Consolidation of Occupational Health and Safety Regulations can be found at Canlii.org.

ONTARIO

Ontario does not have a specific regulation addressing “working alone.” Instead, employers are required to ensure worker safety under the Occupational Health and Safety Act (OHSA) through general duty provisions. Under subsection 25(1), employers must take all reasonable precautions for the health and safety of workers. Additionally, clause 25(2)(a) mandates that employers instruct, inform, and supervise workers to protect their health and safety, while clause 25(2)(h) requires them to take every reasonable precaution in the circumstances for worker protection.

Duties of Employers

(1) An employer shall ensure that,

(a) the equipment, materials and protective devices as prescribed are provided;

(b) the equipment, materials and protective devices provided by the employer are maintained in good condition;

(b.1) any personal protective clothing and equipment that is provided, worn or used is a proper fit and is appropriate in the circumstances, having regard to all relevant factors, including such factors as may be prescribed;

(d) the equipment, materials and protective devices provided by the employer are used as prescribed; and

(e) a building, structure, or any part thereof, or any other part of a workplace, whether temporary or permanent, is capable of supporting any loads that may be applied to it,

(i) as determined by the applicable design requirements established under the version of the Building Code that was in force at the time of its construction,

(ii) in accordance with such other requirements as may be prescribed, or

(iii) in accordance with good engineering practice, if subclauses (i) and (ii) do not apply.  

(2) Without limiting the strict duty imposed by subsection (1), an employer shall,

(a) provide information, instruction and supervision to a worker to protect the health or safety of the worker;

(b) in a medical emergency for the purpose of diagnosis or treatment, provide, upon request, information in the possession of the employer, including confidential business information, to a legally qualified medical practitioner and to such other persons as may be prescribed;

(d) acquaint a worker or a person in authority over a worker with any hazard in the work and in the handling, storage, use, disposal and transport of any article, device, equipment or a biological, chemical or physical agent;

(e) afford assistance and co-operation to a committee and a health and safety representative in the carrying out by the committee and the health and safety representative of any of their functions;

(f) only employ in or about a workplace a person over such age as may be prescribed;

(g) not knowingly permit a person who is under such age as may be prescribed to be in or about a workplace;

(h) take every precaution reasonable in the circumstances for the protection of a worker;

(i) post, in a conspicuous place at the workplace, or in a readily accessible electronic format, a copy of this Act and any explanatory material prepared by the Ministry, both in English and the majority language of the workplace, outlining the rights, responsibilities and duties of workers;

(j) prepare and review at least annually a written occupational health and safety policy and develop and maintain a program to implement that policy;

(k) post, in a conspicuous place at the workplace, or in a readily accessible electronic format, a copy of the occupational health and safety policy;

(l) provide to the committee or to a health and safety representative the results of a report respecting occupational health and safety that is in the employer’s possession and, if that report is in writing, a copy of the portions of the report that concern occupational health and safety; and

(m) advise workers of the results of a report referred to in clause (l) and, if the report is in writing, make available to them on request copies of the portions of the report that concern occupational health and safety;

(n) notify a Director if a committee or a health and safety representative, if any, has identified potential structural inadequacies of a building, structure, or any part thereof, or any other part of a workplace, whether temporary or permanent, as a source of danger or hazard to workers. Section 25 (1)(2).

Certain industries have regulations specifying the minimum number of workers required for specific tasks. For example, the Regulation for Industrial Establishments mandates a minimum number of workers for hazardous tasks such as working on live electrical conductors. Additionally, Ontario regulation 67/93 includes specifications for personal protective equipment to ensure worker safety.

Further details on the Occupational Health And Safety Act, Regulation for Industrial Establishments, and Ontario regulation 67/93 can be found at Ontario.ca, Ontario.ca/laws, and Ontario.ca/laws/regulation.

PRINCE EDWARD ISLAND

In Prince Edward Island, employers are required to address working alone under the Occupational Health and Safety Act General Regulations – Part 53 Working Alone, Sections 53.1 to 53.5. These regulations mandate that employers assess the risks associated with working alone and implement measures to ensure worker safety.

“Working Alone”, Defined

In this Part, “working alone” means a worker working at a workplace who is the only worker of the employer at that workplace, in circumstances where assistance is not readily available to the worker in the event of injury, ill health or emergency. Section 53.1.

Procedure Where Worker is Working Alone

(1) Where a worker is working alone, the employer shall develop and implement written procedures to ensure, as far as is reasonably practicable, the health and safety of the worker from risks arising out of, or in connection with, the work assigned.

Information to Be Included

(2) Written procedures developed under subsection (1) shall include the following information:

(a) the name, address, location, and telephone number of the workplace;

(b) the name, address, location, and telephone number of the employer;

(d) identification of the possible risks to each worker working alone that arise from or in connection with the work assigned;

(e) the steps to be followed to minimize the risks identified in clause (d);

(f) details of the means by which a worker who is working alone can secure, and the employer can provide, assistance in the event of injury or other circumstances that may endanger the health or safety of the worker.

Specified Information

(3) The steps referred to in clause (2)(e) shall:

(a) specify the time intervals for checking on the worker;

(b) specify the person responsible for contacting the worker and recording the results of the contact;

(c) outline the process to be followed if the worker cannot be contacted, including provisions for an emergency rescue; and

(d) provide for checking with the worker at the end of the worker’s shift. Section 53.2.

Employer, Worker to Comply

The employer and the worker who is working alone shall comply with the procedures developed under Section 53.2. 53.3.

Training Program

The employer shall implement a training program in respect of the procedures established under section 53.2 for each worker who is working alone and for each supervisor who is responsible for a worker working alone. Section 53.4.

Copy of Procedures Available to Officer

The employer shall ensure that a copy of the procedures established under section 53.2 is available to an officer on request. Section 53.5.

Further details on the Occupational Health and Safety Act General Regulations can be found at Princeedwardisland.ca.

QUÉBEC

In Québec, employers are required to address working alone under the Occupational Health and Safety Act – Division XXVIII Other High-Risk Tasks, Section 322. This mandates employers to implement surveillance measures for monitoring employees working in isolation.

Work performed in an isolated environment: When a worker performs a task alone in an isolated environment where it is impossible for him to request assistance, an efficient means of surveillance, whether continuous or intermittent, shall be installed. Section 322.

Further details on the Occupational Health And Safety Act can be found at gouv.qc.ca.

SASKATCHEWAN

In Saskatchewan, employers are required to address working alone under the Occupational Health and Safety Regulations – Part 3 General Duties, Section 3-24. This regulation mandates that employers take all reasonable precautions to protect the health and safety of workers performing tasks alone.

Working Alone or at Isolated Place of Employment

(1) In this section, “to work alone” means to work at a worksite as the only worker of the employer or contractor at that worksite, in circumstances where assistance is not readily available to the worker in the event of injury, ill health, or emergency.

(2) If a worker is required to work alone or at an isolated place of employment, an employer or contractor, in consultation with the committee, the representative or, if there is no committee or representative, the workers, shall identify the risks arising from the conditions and circumstances of the worker’s work or the isolation of the place of employment.

(3) An employer or contractor shall take all reasonably practicable steps to eliminate or reduce the risks identified pursuant to subsection (2).

(4) The steps to be taken to eliminate or reduce the risks pursuant to subsection (3):

(a) must include the establishment of an effective communication system that consists of:

(i) radio communication;

(ii) phone or cellular phone communication;

(iii) or any other means that provides effective communication in view of the risks involved; and

(b) may include any of the following:

(i) regular contact by the employer or contractor with the worker working alone or at an isolated place of employment;

(ii) limitations on, or prohibitions of, specified activities;

(iii) establishment of minimum training or experience, or other standards of competency;

(iv) provision of personal protective equipment;

(v) establishment of safe work practices or procedures;

(vi) provision of emergency supplies for use in travelling under conditions of extreme cold or other inclement weather conditions. Section 3-24(1) to (4).

Further details on the Occupational Health and Safety Regulations can be found at Saskatchewan.ca.

YUKON

Yukon does not have specific legislation for lone workers; however, under the Occupational Health and Safety Act – Part 3 Workplace Health and Safety, Division 2 Duties of Employers, Workers, and Others, Section 27(1)(f), employers are required to take reasonable measures to check on the health and safety of workers in situations where they may not be able to secure assistance in the event of an injury or other misfortune.

Duties of Employers

(1) Every employer must, as far as is reasonably practicable,

(a) ensure that the workplace, equipment, work techniques, procedures and systems under the employer’s control ensure the health and safety of its workers;

(b) ensure that the employer’s workers

(i) are made aware of all known or reasonably foreseeable hazards or potential hazards to which they are likely to be exposed by their work,

(ii) are informed of their rights, responsibilities and duties under this Part,

(iii) comply with this Part and the regulations;

(c) provide to the employer’s workers the information, instruction, training, supervision and facilities necessary to ensure that work is performed in a safe manner;

(d) consult and co-operate with the committee or worker health and safety representative, as applicable, regarding the duties and matters of the committee or worker health and safety representative under this Part;

(e) ensure that the supervisors employed by the employer:

(i) are competent, because of knowledge, training or experience, to ensure that work is performed in a safe manner, and

(ii) are familiar with this Part and the regulations that are applicable to the work being supervised;

(f) make efforts to check the health and safety of the employer’s workers in situations when workers might not be able to secure assistance in the event of injury or other misfortune;

(g) ensure that the employer’s workers use the protective equipment and wear the protective clothing required to be used or worn under this Part; and

(h) take all precautions and adopt and carry out all work techniques, procedures and systems under the employer’s control that will prevent or reduce the risk of injury or death to other employers’ workers and other persons at or near the workplace. Section 27 (1)(a) to (h).

Further details on the Workers’ Safety and Compensation Act can be found at Laws.yukon.ca.