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2. Purpose | Confined Spaces Guideline

  • Issued: September 2006
  • Revised: July 2011
  • Content last reviewed: July 2011

Disclaimer: This resource has been prepared to help the workplace parties understand some of their obligations under the Occupational Health and Safety Act (OHSA) and regulations. It is not legal advice. It is not intended to replace the OHSA or the regulations. For further information please see full disclaimer.

This guideline has been prepared to assist the workplace parties in understanding the requirements of the confined space provisions in the Confined Spaces Regulation (O. Reg. 632/05) under the OHSA. It is not intended to replace the Regulation and reference should always be made to the official version of the Regulation. In any case where the guideline may differ from the Regulation, the regulatory provisions prevail.

The guideline does not prescribe how an employer must develop and implement specific components necessary for confined space entry and safe work in confined spaces in order to comply with the Regulation; however, it answers common questions about the regulatory provisions. In addition, tables of regulatory provisions are provided in each section, where applicable.

It is the responsibility of the workplace parties to ensure compliance with the OHSA and its regulations. This guideline does not constitute legal advice and has no legal effect. If you require assistance with respect to the interpretation of the Regulation and its potential application in specific circumstances, please contact your legal counsel.

While this guideline will also be available to Ministry of Labour (MOL) inspectors, they will apply and enforce the OHSA and its regulations based on the facts as they may find them in the workplace. This guideline does not affect their enforcement discretion in any way.

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Disclaimer: This web resource has been prepared to assist the workplace parties in understanding some of their obligations under the Occupational Health and Safety Act (OHSA) and the regulations. It is not intended to replace the OHSA or the regulations and reference should always be made to the official version of the legislation.

It is the responsibility of the workplace parties to ensure compliance with the legislation. This web resource does not constitute legal advice. If you require assistance with respect to the interpretation of the legislation and its potential application in specific circumstances, please contact your legal counsel.

While this web resource will also be available to Ministry of Labour inspectors, they will apply and enforce the OHSA and its regulations based on the facts as they may find them in the workplace. This web resource does not affect their enforcement discretion in any way.