Lone work is everywhere in Canadian business—property managers doing evening rounds, carpenters finishing punch-list items in a quiet stairwell, retail staff closing after hours, lab techs running weekend assays, municipal workers reading meters in rural areas. The common thread: for stretches of time, help isn’t readily available if something goes wrong. That’s exactly why lone worker safety protocols aren’t a “nice-to-have”—they’re a must.
Below is a plain-spoken, practical guide for Canadian employers on how to tighten up lone worker controls—without overcomplicating your day. We’ll hit the legal landscape, a build-it-today program, tools that actually work, and a realistic rollout plan. I’ll also show where Calgary Safety Consultants (calgarysafetyconsultants.ca) can plug in to help.
Simple rule of thumb: if the person can’t be seen or heard by others for a period of time and assistance isn’t readily available in an emergency, they’re a lone worker. That receptionist alone on a quiet floor, the custodian up on a roof, the service tech driving site-to-site—yes, all of them can be “lone.” Think about time of day (opens/closes, weekends), building layout (basements, rooftops, remote yards), and tasks that isolate workers from the team (meter reading, late-night cash-outs, lab runs).
Canada doesn’t have a single, uniform lone-work law. Instead, you’ve got a mix of provincial/territorial rules and the federal “general duty” under the Canada Labour Code Part II for federally regulated employers.
Alberta: The OHS Code Part 28 requires employers to identify and control hazards for lone workers and to put effective communication/check-in procedures in place. If your operations touch Alberta, you need a written process and a risk-based contact plan.
British Columbia: OHS Regulation 4.20.1–4.22 is explicit: do a hazard assessment, implement controls, and develop a written procedure for checking well-being, including time intervals and emergency steps if you can’t reach the worker. Training is required.
Manitoba: Workplace Safety and Health Regulation Part 9 applies anywhere a worker “works alone or in isolation.” You must identify risks (with safety committee involvement where applicable) and implement controls and procedures. There’s also a helpful Code of Practice.
Federal (Canada Labour Code employers): No section outright bans lone work, but Section 124 imposes a broad duty to protect health and safety—so you still need a defensible hazard assessment, controls, and procedures.
No matter where you operate, the core duties rhyme: assess hazards, control them, set up reliable contact/check-ins, train people, and document the whole thing. That’s the backbone across jurisdictions.
1) Map who is actually working alone
Walk the work. Office, field, shops, labs, retail—note anyone who is periodically unobserved. Note the tasks, locations, and times where assistance wouldn’t be readily available. You’ll be surprised how many “non-field” jobs qualify as lone work, especially after hours.
2) Do a proper hazard/risk assessment
Use a structured method, not guesswork. CSA Z1002 sets the Canadian baseline for hazard identification and risk assessment (identify hazards, assess risk, eliminate or control). Build a simple risk matrix and document your reasoning. Consider physical hazards (slips, trips, falls, machinery), environmental hazards (cold/heat, wildlife), chemical/biological exposures, violence risks for customer-facing roles, and driving/journey risks.
3) Control the hazards (hierarchy of controls)
Start with elimination/substitution where feasible (e.g., schedule two workers for higher-risk tasks or move the task to a busier time). Add engineering (access control, alarms, lighting, cameras), then administrative controls (SOPs, check-in plans, journey management), and PPE where appropriate. If you can move a high-risk task from late night to early morning when other staff are around, that’s a meaningful control.
4) Build a risk-based check-in schedule
You need a written well-being check procedure with defined intervals and what to do if contact fails. Align frequency to risk level and distance to help. Examples:
Whatever intervals you choose, justify them in the risk assessment and test them. Don’t be afraid to tighten intervals after a pilot if misses or near misses occur.
5) Choose communication that actually works
Phones and text are fine in town; in remote areas you might need satellite (in-vehicle or handheld). Smartphone lone-worker apps can layer in timed check-ins, SOS, fall detection, and GPS breadcrumbs—great for proof and post-incident review. Ensure privacy is addressed (e.g., GPS only while “on duty”). Confirm cell coverage maps with on-the-ground testing—dead zones are real.
6) Lock in escalation
If the worker misses a check-in, what happens minute-by-minute? Who calls? Who drives? Do you have keys/access? Use a simple Escalation Ladder in your SOP:
7) Integrate violence-prevention thinking
Retail close/opens, home visits, and customer-facing roles tie lone work to violence/harassment risk. Fold in your violence risk assessment, de-escalation training, and refusal-of-unsafe-work procedure. Use environmental design (sightlines, lighting, panic buttons), clear money-handling procedures, and two-person rules for high-risk transactions where feasible.
8) Train for how to use the system
People need to know when to check in, how to call for help (including duress/PIN words), and what happens if they miss a check. Keep it short, scenario-based, and refreshed annually or when the job changes. Include practical practice: gloves on, outside, in the cold or heat, with background noise—make it real.
9) Document simply, review regularly
Keep it lean: risk assessments, a one-page check-in SOP, escalation ladder, training records, and audit notes. Do a quick annual review—or sooner after an incident, a near miss, staffing changes, or a move to a new site. Loop in your H&S Committee where required; their input improves practicality and buy-in.
10) Don’t forget contractors and after-hours access
Your badge logs and contractor orientations matter. Make sure lone-work rules apply to everybody on site, not just payroll employees. Require contractor check-ins that sync with your escalation. If contractors use their own system, ensure interoperability and clarity on who initiates rescue.
Here’s a simple decision path that won’t blow your budget:
Whatever you choose, verify: battery life, dead-zone plan, glove-use usability, and whether the system works during a genuine adrenaline spike. Pilot with real workers before you roll out, and get feedback from both workers and monitors.
Days 1–30 (Set the bones)
Days 31–60 (Make it real)
Days 61–90 (Lock it in)
Purpose: Ensure lone workers have reliable contact, help, and rescue.
Scope: Any worker who can’t be seen/heard and lacks readily available assistance.
Definitions: Use your provincial regulator’s definitions and CCOHS guidance.
Attach: a one-page Check-In Matrix and an Escalation Ladder with names, numbers, and time thresholds.
We work with Canadian employers—from small shops to multi-site operations—to build, tune, and prove lone worker programs that stand up to auditors and, more importantly, real life.
If you want a turnkey option, we can integrate your lone-work forms into your existing digital system or provide printable, one-page templates that crews actually use. Either way, the goal is the same: clarity, reliability, and proof.
Quick checklist to self-score (0–2 points each)
Score 0–6? You’ll see big gains fast. 7–12? You’re close—tighten intervals and drills. 13–18? Nice—schedule your annual review and keep practicing.
Lone work isn’t going away. The good news: a lean program—anchored in a real risk assessment, a clear check-in SOP, smart escalation, and short training—will dramatically lower your risk and satisfy regulators from BC to Manitoba to Alberta, while meeting the federal general duty where applicable. If you’d like help building or stress-testing your approach, Calgary Safety Consultants can take you from “we think we’re covered” to “we can prove it.”
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Any situation where a worker can’t be seen or heard by others and assistance isn’t readily available—for example late-night retail closeouts, rooftop maintenance, meter reading, or solo site visits.
Yes—across Canada you must assess hazards and implement controls. Provinces like Alberta (Part 28), BC (Reg. 4.20.1–4.22), and Manitoba (Part 9) explicitly require procedures, check-ins, and training, while federally regulated employers must meet the general duty under the Canada Labour Code.
Base intervals on risk. Typical ranges: every 2–3 hours for low risk/urban; hourly for moderate; 15–30 minutes or continuous monitoring for high risk, remote, or after-hours tasks. Document and test your intervals.
Calgary Safety Consultants is here to help you ensure compliance, enhance safety, and streamline your OH&S program. Don’t wait—fill out the form, and we’ll connect with you to discuss how we can support your business. Let’s get started!
Calgary Safety Consultants delivers game-changing COR Audits and OH&S consulting designed to keep your business safe, compliant, and accident-free. With 30+ years of expertise in high-risk industries like oil & gas, construction, and manufacturing, we understand the unique challenges you face. We offer tailored safety solutions that not only meet regulatory standards but also reduce operational risks and protect your workforce. From conducting thorough safety audits to implementing comprehensive safety management systems, we ensure your team is fully supported. Our hands-on, collaborative approach means we're with you every step of the way, helping you achieve a safer, more efficient workplace. Let us handle the heavy lifting so your team stays protected, and your business thrives!
