SECOR usually shows up in one of two moments:
A client or GC asks for it in prequalification
You are growing and you realize safety is not just compliance. It affects risk, margin, and access to work
If you have been told “you need SECOR” and you are not sure what it actually means or how to get it, this post will walk you through what SECOR is, who qualifies, why companies pursue it, the benefits, and what the certification process typically looks like.
Not sure if you need SECOR vs COR? We will review how you are actually running safety today and tell you what to focus on next.
SECOR stands for Small Employer Certificate of Recognition.
It is awarded to employers who have developed and successfully implemented a health and safety program that meets provincial standards. Implemented is the keyword. You can have a strong manual, but if the program is not being used on jobs and in day to day operations, it will not hold up.
For most small contractors, SECOR becomes the framework that turns safety from “documents we have” into a system you can run consistently and prove during prequal, audits, and site walks.
A simple way to think about it is this:
A manual is what you say you do
SECOR is proving what you actually do
SECOR qualification depends on your province and certifying partner.
Example in Alberta: ACSA’s SECOR process states your company cannot have more than 10 employees at any time within the past 12 months, counting all staff covered under your WCB Alberta account. That includes owners, managers, administrative staff, part time workers, temporary staff, and others covered under the account.
If you exceed the small employer threshold, you may need COR instead of SECOR.
If you are not sure how you are being counted, we can help you sort it out quickly.
Most companies pursue SECOR for one of these reasons:
You’re expanding and want to improve your program and reduce incidents
You’re required to have SECOR to bid on a project
You’ve been offered a contract, but SECOR is required to move forward
There is also a fourth reason we see a lot: you are trying to reach the next tier of work and you are realizing safety is part of your qualification story, not just a compliance checkbox.
If SECOR is showing up in bids, the goal is not to scramble and “get the paperwork done.” The goal is to build a program you can run consistently so you can qualify repeatedly, not just once.
A clear safety system signals that you take health and safety seriously and that you are building a workplace where people can go home safe.
A complete health and safety management system gives you structure for training, hazard controls, inspections, reporting, and corrective actions. That reduces the frequency and severity of incidents.
When expectations are consistent and hazards are controlled, crews spend less time dealing with rework, delays, and last minute shutdowns.
In Alberta, WCB’s Partnerships in Injury Reduction (PIR) program notes employers can participate and be eligible for refunds up to 20% by maintaining a Certificate of Recognition (COR).
Many companies pursue SECOR as part of building toward COR, or because their certifying partner program supports incentives. Always confirm your specific incentive structure with your certifying partner and province.
We can tell you what incentives apply to your situation and what is required to maintain certification.
The exact steps vary by certifying partner, but the process generally follows this structure.
Start by confirming the SECOR path that applies to your industry and province, and whether you qualify based on the small employer threshold.
Example in Alberta: ACSA’s SECOR process outlines the eligibility threshold and counting method under a WCB Alberta account.
In Alberta, ACSA notes you will need an active WCB Alberta account and an ACSA membership as part of the SECOR process.
Training requirements vary by certifying partner. In Alberta, ACSA publishes SECOR training requirements and maintenance expectations.
This is where many companies go wrong. A generic binder creates pain later.
Your program should match your work and risks, and include the pieces your certifying partner expects such as hazard identification and control, inspections, training, incident reporting, and corrective action tracking.
Implementation is the difference maker.
Implementation looks like:
inspections happening consistently
hazard controls being planned and used
training records current and findable
incidents and near misses reported and followed through
corrective actions closed, not left open
safety meetings or toolbox talks happening consistently
Your certifying partner will guide what needs to be submitted and how evaluation is completed.
Maintenance requirements vary by partner. Example in Alberta: ACSA notes that as maintenance, at least one full time employee must take an accredited ACSA course every three years. Requirements are current at the time of evaluation.
If you have documents but you are not sure your program is truly implemented, this is exactly what we assess.
Most contractors don’t struggle because they don’t care.
They struggle because proof is scattered and routines are inconsistent.
Here is what that looks like:
training proof in texts
inspections in notebooks
toolbox talks in email threads
documents in someone’s downloads folder
corrective actions that are not tracked to closure
Then prequal hits or an evaluation is scheduled and everything turns into a late night scramble.
SECOR works best when safety becomes a simple routine your team repeats weekly, not a project you rebuild once a year.
If SECOR is on your radar because of prequal, growth, or client requirements, don’t guess.
A Safety Assessment gives you clarity on:
whether you qualify for SECOR or should be pursuing COR
what is missing versus what you can keep
what to fix first so the program becomes maintainable
what is most likely to slow down certification
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