Key Takeaways
- Employer terminations or restrictions for misconduct often require a report to the regulator (e.g. Code, s. 85.5; OCT Act, s. 43.2).
- Statements in a workplace investigation may later be produced to the regulator.
- Prepare for both processes from the start.
How They Connect
Health, teaching, ECE and social work statutes require employers to report terminations, suspensions or restrictions for misconduct within 30 days (Code, s. 85.5; OCT Act, s. 43.2; ECE Act, s. 49.1; SWSSW Act, s. 41). A workplace investigation can therefore become the starting point for a regulatory investigation.
Practical Points
- Treat workplace interviews seriously and prepare.
- Keep copies of what you submit.
- Be consistent across processes.
- Get advice before signing settlements that mention reasons for departure.
Frequently Asked Questions
Can my employer give my statement to the College?
Regulators can often obtain workplace records in investigations. Assume it may be shared.
Should I bring a representative?
Ask whether union or legal representation is permitted, and use it.
Sources
Statutory references are to the provisions listed below, as consolidated on e-Laws when this page was prepared.
- Health Professions Procedural Code (RHPA, Sched. 2), s. 85.5 — Checked November 10, 2026.
- Ontario College of Teachers Act, 1996, s. 43.2 — Checked November 10, 2026.
- Early Childhood Educators Act, 2007, s. 49.1 — Checked November 10, 2026.
- Social Work and Social Service Work Act, 1998, s. 41 — Checked November 10, 2026.