LEEP Compliance

The Labour Program administers and enforces the mandatory Legislated Employment Equity Program (LEEP) under the Employment Equity Act. LEEP’s mandate is to promote, support and enhance employment equity for the four designated groups (women, Aboriginal peoples, persons with disabilities and members of visible minorities) in federally regulated private-sector employers, Crown corporations and other federal organizations that have 100 or more employees and fall under the Employment Equity Act.

The goal is to ensure that federally regulated employers reflect the composition of the general labour force in Canada.

Within eighteen months of becoming a federally regulated employer, all employers must develop, implement and maintain an employment equity plan in compliance with the Statutory Requirements of the Employment Equity Act.

If you’re a federally regulated employer subject to the Legislated Employment Equity Program (LEEP) you must submit an annual report to HRSDC that describes your performance to your Employment Equity plan.

The Canadian Human Rights Commission (CHRC), the regulatory agency will audit LEEP employers approximately every three to five years. Audits may be conducted at random or triggered by reported performance to plan.

Assessments are made in part based on documentation provided by the employer and there may be an on-site visit by a Compliance Review Officer. The Commission representative may interview employees, employee representatives and managers as part of the process for the validation and assessment or analysis of the information provided.