Every accident, occupational disease, and hazardous occurrence in a federally regulated workplace has to be investigated by a qualified person. On top of the investigation, employers owe the Labour Program a set of reports on a fixed timeline:

By telephone, as soon as possible and within 24 hours, for the most serious occurrences: a death, a disabling injury to two or more employees, the loss or loss of use of a body part, a permanent impairment, an explosion, boiler or pressure-vessel damage that causes a fire or rupture, or damage to or a free fall of an elevating device.
In writing within 14 days, using the Hazardous Occurrence Investigation Report (form LAB1070), for disabling injuries and for loss of consciousness caused by an oxygen-deficient or toxic atmosphere or an electric shock.
Annually, the Employer’s Annual Hazardous Occurrence Report (form LAB1009) — filed even in a year with zero incidents — plus the on-board EAHOR (form LAB1195) for aviation, rail, and marine on-board activities. The workplace committee chair separately files the Work Place Committee Report (form LAB1058).

A report filed with a provincial workers’ compensation board does not satisfy any of these federal duties — they run to the Labour Program directly and separately.

This is general information, not legal advice; confirm current forms and requirements at the Labour Program’s hazardous-occurrence pages before relying on them.

Related notes

The Internal Responsibility System and the General Duty (CLC Part II) — CLC Part II replaces the Ontario OHSA for federal employers and rests on the internal responsibility system — shared employer and employee responsibility for health and safety, anchored by the employer's general duty to protect every employee and a fixed hierarchy for preventing hazards.

Work Refusals and the Internal Complaint Resolution Process (CLC Part II) — Federal employees can refuse dangerous work, and Part II routes health and safety problems through an internal resolution process before any outside escalation, with reprisal against an employee for exercising these rights prohibited.

Recordkeeping (CLC Part III) — Federal employers must keep hours and wage records for 36 months, paid-medical-leave records for 3 years, and the required averaging and holiday-substitution notices — recordkeeping failures are a designated AMP violation.

Federal Labour Program Enforcement Tools (CLC) — The federal Labour Program enforces the Canada Labour Code along a compliance continuum — education, compliance orders, payment orders for unpaid wages, administrative monetary penalties, and prosecution for serious cases — with the statutory obligation and the enforcement consequence always kept as separate, separately sourced claims.