Working Alone Legislation for Alberta

In Alberta, employers must comply with Part 28 of Alberta’s Occupational Health and Safety Code, which specifically addresses workers who work alone when assistance is not readily available in the event of an emergency, injury, or illness. The legislation considers working alone a workplace hazard and requires employers to provide an effective communication system, including cell phone, radio, landline or any other effective electronic communication method; regular contact must be maintained at intervals appropriate to the hazards of the work. In cases where electronic communication is not practicable, the employer must ensure the worker is visited or contacts the employer or designate at appropriate intervals like regular check-ins.

Work Alone Resources for Alberta

Employer’s Guide

Part 28 — Working Alone

Application

393(1)

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.

393(2)

Working alone is considered a hazard for the purposes of Part 2.

Precautions Required

394(1)

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.

394(1.1)

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.

Key Requirement

The frequency of contact must be appropriate to the nature of the hazard associated with the worker’s work. Where electronic communication is not practicable, employers must use an alternative method, such as in-person visits or worker-initiated contact.