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This accessibility plan outlines the policies and actions that Earl’s Holdings Ltd. will put in place to improve opportunities for people with disabilities.
Earl’s is committed to treating all people in a way that allows them to maintain their dignity and independence. Earls believes in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Americans with Disabilities Act (ADA), the Accessibility for Ontarians with Disabilities Act, the Manitoba Accessibility Act and all other applicable accessibility legislation.
We welcome guests with disabilities to use their personal assistive devices while on our premises. Our partners are trained and familiar with various assistive devices that may be used by guests with disabilities while visiting our restaurants in Manitoba and Ontario.
Earl’s partners will communicate with people with disabilities in ways that take into account their disability.
A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on our premises. No additional fees will be charged for a support person at any restaurant in Manitoba or Ontario.
We welcome guests with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public.
Earl’s is committed to maintaining barrier free access to all our guests.
In the event of a planned or unexpected disruption to services or facilities for guests with disabilities (e.g., an accessible washroom or an elevator is out of service), Earls will notify guests promptly. A notice will be clearly posted and will include information about the reason for the disruption, the length of time, and alternative facilities or services, as available. The notice will be placed at the public entrance of the affected restaurant, or the nearest public accessible location.
Earls provides requested policy documentation related to accessible customer service in a manner that takes into account the barrier, within a reasonable time frame, and at no cost to the individual.
Earl’s is committed to providing our guests with publicly available emergency information in an accessible way upon request. We will also provide our partners with disabilities with individualized emergency response information when necessary.
Earl’s will provide training to managers and partners on accessibility laws and on the Human Rights Code as it relates to people with disabilities, including instruction regarding how to make employment opportunities accessible for persons with disabilities. Earls’ accessible employment training includes instruction on how to interact and communicate with persons disabled by barriers, including persons who use an assistive device or require the assistance of a support person or service animal. Additionally, Earls requires training on applicable legislative materials in each province, including the province’s Human Rights legislation, any accessible employment regulation, and any provincial Accessibility legislation in effect.
Training will also be provided to people involved in the development of policies, plans, practices and procedures related to the provision of our goods and services.
Earls is committed to training leaders as soon as is reasonably possible on Earls accessible employment policy. This training is conducted on an ongoing basis, as well as after updates are made to the policy.
Earl’s is committed to meeting the communication needs of partners and guests with disabilities. We will consult with partners and guests with disabilities to determine their information and communication needs.
Earl’s website has taken the necessary steps to make all websites and content on those sites conform with WCAG 2.2, Level AA. Please refer to the complete Earls.ca Accessibility Statement below.
Earl’s has braille and large print menus available upon request.
Earl’s guests who wish to provide feedback on the way Earl’s provides goods and services to people with disabilities can email comments to [email protected], phone 604-646-4880,or mail – Earls Restaurants Attn: Customer Comments at Level 4 – 234 West 3rd Avenue, V5Y 1G1 Vancouver, BC.
Earl’s partners who wish to provide feedback on the partner experience for partners with disabilities can email comments to [email protected], Phone 604-646-4880, mail – Earls Restaurants Attn: People Team at Level 4 – 234 West 3rd Avenue, V5Y 1G1 Vancouver, BC.
All feedback will be directed to our Customer Services coordinator and guests can expect to receive a response in two business days.
Earls is an equal opportunity employer. We are committed to a diverse and inclusive workplace, free from discrimination. We believe bringing together people of all backgrounds, experiences and abilities is essential to our success, and brings us closer to living our purpose to Make Life Awesome.
Earls consults with applicants to determine reasonable accommodations and provides reasonable accommodations during the assessment or selection process.
All employment decisions inclusive of recruiting, hiring, compensation, promotions and terminations are based on qualifications, competencies and merit, without the consideration of any legally protected ground. Reasonable accommodations are available upon request.
In line with our commitment to inclusivity, Earls is dedicated to providing personalized workplace emergency response details to Partners with disabilities. This information is tailored to the specific nature of the disability and is promptly provided once Earls becomes aware of the need for accommodation. To ensure transparency and consistency, we maintain a documented process for creating individual accommodation plans. These plans, available upon request, include information about accessible formats and communication support options. Moreover, they encompass personalized workplace emergency response information when required, along with the identification of any additional accommodations to be offered.
Earls takes into consideration any temporary or permanent disabilities of an employee should they be performance managed. A performance management plan may be customized to the needs of the employee based on any accommodations they have in place. Earls is committed to inclusive and fair performance management for all employees.
Earls is committed to providing equal opportunities for advancement, and considers employees that may be temporarily or permanently disabled by one or more barriers in the workplace for promotional opportunities. Should an employee be on an individualized accommodation plan, it will be considered throughout any periods of training or advancement, while recognizing that it may not fully address every barrier.
Earls is committed to keeping employees reasonably informed about its measures, policies and practices on accommodating employees who are disabled by barriers in the workplace. Any changes made to these policies are brought to the attention of employees and made publicly viewable by any employee.
Earls features a return-to-work policy for employees who have been away due to disability and require reasonable accommodations to return to work. Managers are provided training in this policy, and all efforts in this regard are supported by the Earls Human Resources Department.
Earls employees that are returning to work, and/or implementing individualized accommodation plans are required to participate, cooperate, and communicate any initial requirements or future changes to their plan. Should the plan no longer be necessary, the employee is required to notify Earls.
Earls assesses the individual employee as well as their accommodation on an individual basis, unique to each employee in question. Earls periodically reviews and updates individualized accommodation plans when an employee’s workspace or work location is modified, or when the employee’s role or responsibility changes, or any other time it is determined a material change may have occurred. Should none of these events occur, plans will be reviewed annually. However, an employee may request a review or update of their accommodation plan at any time.
Should a requested individualized accommodation plan be denied for any reason, Earls provides reasons in writing to the impacted employee. Earls may delay or deny individualized accommodation plans if they reasonably cause undue hardship to the employer, or if they are incomplete or lack required documentation.
Upon request, Earls will consult with an employee to identify accessible formats, or communication support to the employee as required.
Earls periodically reviews and updates individualized accommodation plans when the employee is moved to a different workspace, when the employee’s workspace is modified, or in the event that Earls’ general emergency response plans have changes that would reasonably affect the employee’s response to a workplace emergency. Individuals in certain roles may be supplied information required to provide assistance during an emergency, upon consent of the employee.
At Earls we are dedicated to ensuring that our guests, including those with disabilities, have exceptional dining experiences. We strive to create an inclusive environment by embracing the principles of Universal Design,making our spaces welcoming and accessible to everyone. We are committed to being an equal opportunity employer, fostering an inclusive workplace.
Earls is committed to implementing Universal Design principles across our restaurants to create environments that accommodate the needs of all people, regardless of age, ability, or status. This commitment extends to ensuring that our facilities, services, and amenities are accessible and usable by all guests.
We are actively working to ensure that all our restaurants meet or exceed the Americans with Disabilities Act (ADA), the Accessibility for Ontarians with Disabilities Act, the Manitoba Accessibility Act and all other applicable accessibility legislation. While not all of our existing locations have been fully updated, we are committed to making these upgrades during scheduled renovations. All new locations are designed and constructed to fully comply with or exceed the accessibility requirements of the respective jurisdictions.
For more information on the Accessibility Plan and Policies, please contact:
Earls People Team
Phone: 604-646-4880
Email: [email protected]
Mail: Level 4 – 234 West 3rd Avenue, V5Y 1G1 Vancouver, BC
This accessibility statement applies to the website at earls.ca.
We are committed to providing a website that is accessible to the widest possible audience, regardless of technology or ability. We are actively working to increase the accessibility and usability of our website and adhere to the standards set by the Web Content Accessibility Guidelines (WCAG) 2.2 at the AA level.
Our website has implemented a series of features to enhance digital accessibility. These features include:
The accessibility of our website relies on the following technologies to work with specific combinations of web browsers and any assistive technologies or plugins installed on your computer:
These technologies are relied upon for conformance with the accessibility standards used.
We recognize our legal obligations and are committed to complying with relevant accessibility laws and regulations in the regions where we operate:
When third-party components or websites are used, such as Facebook, Instagram, YouTube, and others, they may present challenges for individuals with disabilities that we are not able to remedy. We are not responsible for ensuring that third-party content, software/tools, widgets, Add-ins, APIs, etc., which are not owned by us but are otherwise located on or linked to our websites, conform to WCAG 2.2 Level AA.
Here are samples of accessibility policies provided from some of the third-party sites we may link to:
We welcome your feedback on the accessibility of our website. If you have any questions, comments, or encounter an accessibility-related malfunction or bug, you are welcome to reach out to us. We will make every reasonable effort to address your concerns and improve the accessibility of our website.
Please provide specific details about the issue you have encountered, including the web page URL and a description of the problem.
This policy is reviewed annually to ensure it remains relevant and up-to-date with evolving accessibility standards and technologies.
Last Updated: September 18, 2025
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