The Health and Supportive Care Providers Oversight Authority (HSCPOA) [pronounced HISK-poh-UH) came into effect with the Health and Supportive Care Providers Oversight Authority Act, 2021. The authority has oversight mandates that cover Personal Support Workers (PSWs) at this time and may come to include other jobs in the future. It’s essentially an attempt to create a neutral, third-party professional registry of PSWs and related work in Ontario. Registration and the way the organization is currently set up can pose some pitfalls.
We’ve assembled information so you can make an informed decision about whether to accept registration, wait, or deny registration.
HSCPOA registration is not mandatory
There is no law that makes registration mandatory in Ontario at this time. Under O.Reg 246/22s.52, PSWs hired after January 1, 2026 can be required to have HSCPOA registration as part of the qualifications of their job.
HSCPOA Registration Pathways
There are currently four pathways for someone to demonstrate their experience as a PSW and become registered under HSCPOA.
The pathway options for you to register require one of the following:
- Completion of an Ontario PSW Education on or after July 1, 2014
- Completion of 600 hours of PSW work performed in 3 years prior to registration or December 1, 2027, whichever comes first
- Registered in another Canadian jurisdiction (BC, AB, and/or NS)
- Competency Assessment (for out of Canada experience)
Things you should consider about the Registration Pathways
PSWs with certification/education prior to July 1, 2014 may encounter additional challenges registering with HSCPOA since this education will not be recognized.
Pathway #2 is going to be the most common way current workers will likely get certification. This process closes December 1, 2027. PSWs with work experience require an Employer to confirm the employment and skills. This may be a problem as Employers have no obligation to do so. This is particularly problematic for former Employees where the Employer refuses or where the relationship is not amicable. It is particularly problematic where an Employees is PT, Casual, or has left employment and relies on the Employer to provide the attestations required for registration. Employers may or may not have this information anymore upon the time you request it.
Currently, there are only PSW registries in BC, Alberta, and Nova Scotia.
Unclear Oversight of HSCPOA
Right now, HSCPOA doesn’t have any PSWs on its Board of Directors, and Unions were not consulted in the creation of the registry. HSCPOA is purely an administrative organization at this time, focused on registration, not the work PSWs actually do. PSWs and their Unions have not been included meaningfully included in HSCPOA.
HSCPOA has a PSW Advisory Committee that reports to the Board of Directors. It has no power and is merely an advisory body which the CEO and Board can disregard at their will. There is no list of members and the meetings are not open to the public.
The Complaints Process is Untested
The complaints process is untested and unclear. HSCPOA only applies to workers who choose to register. If you are not registered, HSCPOA has no power or oversight over you and your work.
Importantly, there is no current appeals process in place should you lose your HSCPOA registration after an investigation.
There are mandatory reporting duties of HSCPOA members which are outlined as part of registration and there are self-reporting duties that may require timely and correct assessment of potential complaints
As with other regulatory bodies, OPSEU/SEFPO does not represent members before those authorities, but can provide advice. The Union does not currently need to recognize HSCPOA’s oversight authority.
The Code of Ethics
Part of what HSCPOA will be charged with overseeing is a Code of Ethics set out by Government regulation. You can see the Code of Ethics here: O. Reg. 215/24 CODE OF ETHICS (LINK TO: https://www.ontario.ca/laws/regulation/240215)
The Code of Ethics is the measure by which HSCPOA expects registrants to abide by and the measure by which they will be judged consistent. Violations of the Code of Ethics may result in de-registration.
FAQs – How will this affect me?
If you are registered under HSCPOA, you will be part of a searchable database where your name and registration status will be visible. You will be recognized as a professional under HSCPOA. You will also be subject to the standards set out by HSCPOA and bound by the code of ethics and policies enacted by HSCPOA.
You can be disciplined and potentially lose your HSCPOA registration. This could impact your ability to find work as a PSW in the future.
Can I be terminated for not registering with HSCPOA?
At this time, the Union is not aware of any person losing their job because they were not registered with HSCPOA. The Union would grieve such a termination as a arbitrary and unfair use of management rights.
However, there would likely be many steps prior to termination that you should document and track diligently to ensure you have a paper trail.
Can the Employer make HSCPOA registration a requirement for new hires?
Yes. In CUPE V William Osler Health System 2025 CAnLii 135959 (ON LA), the Arbitrator ruled that the Employer may reasonably require registration for new Employees. Job posting language is also well within established norms of Management Rights in Ontario Labour Law.
McConnell ruled that even though HSCPOA is currently voluntary, Employers can make it a condition of employment. Qualifications to conduct the work are sufficiently within management rights, and HSCPOA registration is considered a qualification, not a duty.
Can the Employer make HSCPOA registration a requirement for existing staff?
Yes. However, your Employer has to be clear about whether they are making it mandatory for everyone or if they are only requiring it for new Employees. They must point to a clear policy. CUPE challenged mandatory HSCPOA registration in one of its workplaces in 2025. In CUPE V William Osler Health System 2025 CAnLii 135959 (ON LA), the Arbitrator ruled that the Employer may reasonably require registration as part of Management Rights under the Collective Agreement.
McConnell ruled that even though HSCPOA is currently voluntary, Employers can make it a condition of employment. Qualifications to conduct the work are sufficiently within management rights, and HSCPOA registration is considered a qualification, not a duty.
What we can do as Unionized workers is negotiate with the Employer about the roll out of HSCPOA, the timelines, and ensuring the costs are borne by the Employer and not the Employees.
Are there fees associated with registration?
There is currently no fee and it is free to register with HSCPOA. However, there are costs associated with a mandatory Criminal Records and Judicial Matters check with your local police department.
OPSEU/SEFPO takes the position that if an Employer chooses to require HSCPOA, then it should pay the full costs of registration fees and the registration process. The CUPE Award in CUPE V William Osler Health System 2025 CanLii 135959 (ON LA) supports this in Para 8 where Arbitrator McConnell stated “I conclude that the Employer was required to pay for registration costs” as per their existing collective agreement language. In the award, it was also noted that the Employer paid for the required criminal records check as well and there was no cost to Employees.
If your Employer requires you to pay out of pocket, please let your Staff Representative know.
What is the key date of December 1, 2027 and why does it matter?
HSCPOA has set December 1, 2027 deadline for the Registration Pathway #2 to end. Which means, that you must complete 600 hours of eligible work as a PSW and registered by December 1, 2027 before the pathway closes. You may find it more difficult to register through Pathway #2 the closer we get to the key date.
What if I am investigated by HSCPOA?
We’re not sure. As of June 1, 2026, HSCPOA has never conducted a complaint investigation. This is a big unknown. But you would have our support as Union member, subject to the processes set out by HSCPOA and whether or not we would have standing in HSCPOA proceedings and investigations.
Can I lose my ability to work as a PSW because of HSCPOA?
If more and more Employers require HSCPOA registration as a job qualification, you may find it harder to find work as a PSW if you are not registered.
If you lose your registration due to an investigation, there is no current appeals process. You would no longer be eligible to work anywhere that requires HSCPOA registration.
Should I be concerned about the Code of Ethics?
The Code of Ethics will be used to judge whether or not your HSCPOA registration is in good standing. By becoming a member of HSCPOA, you agree to be bound by the Code of Ethics.
Some of it is very vague and unclear and opens a host of potential quagmires for members depending how enforcement plays out, if at all. Some potential clauses to be concerned about include:
S.4 The registrant shall be courteous and compassionate.
- This is incredibly vague and could be used unfairly.
S.21 No substance abuse
- This section could open up members to complaints which then need to be investigated/defended.
S.28 specifically mentions social media behaviours are open to scrutiny as a registrant
- What you post in your personal life could affect your registration.
Why isn’t OPSEU/SEFPO pushing back against HSCPOA?
OPSEU/SEFPO Sector Leadership with PSWs have been paying attention to HSCPOA for a long time. Unfortunately, the CUPE V William Osler Health System 2025 CAnLii 135959 (ON LA) award is quite clear that the Union cannot stop HSCPOA implementation.
However, we do not have to endorse or recommend registration of our membership. For many of the reasons listed throughout this page, OPSEU/SEFPO does not endorse HSCPOA registration.
Is the HSCPOA worth the trouble?
OPSEU/SEFPO and the Sector 8 Divisional Executive don’t think it is.