Call To Action Creating A Healthy Workplace Nutrition Environment PDF

Authors
Call to Action: Creating a Healthy Workplace Nutrition Environment was prepared by the Ontario
Society of Nutrition Professionals in Public Health (OSNPPH) Workplace Nutrition Advisory Group.
Copies of this document can be downloaded in PDF format from the OSNPPH website:
www.osnpph.on.ca
For more information please contact: info@osnpph.on.ca
Acknowledgements
The OSNPPH Workplace Nutrition Advisory Group thanks Communication Services of the Haldimand-
Norfolk Health Unit for the design and creation of this booklet.
Endorsements
Association of Local Public Health Agencies (alPHa)
Division of Prevention and Rehabilitation, University of Ottawa Heart Institute
Ontario Workplace Health Coalition
Occupational Health Clinics for Ontario Workers
Kingston, Frontenac and Lennox & Addington (KFL&A) Public Health
Algoma Public Health
“Healthy eating is the keystone of good health. What better place to promote healthy eating than the workplace – where we
spend most of our waking hours!” – Division of Prevention and Rehabilitation, University of Ottawa Heart
Institute
Suggested Citation
Ontario Society of Nutrition Professionals in Public Health Workplace Nutrition Advisory Group. 2012.
Call to Action: Creating a Healthy Workplace Nutrition Environment.
May be reproduced in its entirety provided source is acknowledged using the following citation: Ontario
Society of Nutrition Professionals in Public Health Workplace Nutrition Advisory Group. 2012. Call to
Action: Creating a Healthy Workplace Nutrition Environment.
©
October, 2012
ii • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Table of Contents
1.0 Executive Summary ..................................................................................................... 3
2.0 Purpose of the Call to Action ..................................................................................... 4
3.0 Background .................................................................................................................... 5
4.0 Healthy Eating at Work ............................................................................................... 6

4.1 Benefits of Healthy Eating .................................................................................... 6
4.2 Current Consumption Trends of Canadian Adults .......................................... 7
4.3 Moving Beyond Education: The Case for a Supportive Nutrition
Environment in the Workplace ................................................................................. 7
4.4 Nutrition Standards in Workplaces: A Critical Need .................................... 13
4.5 Nutrition Promotion within The Comprehensive Workplace
Health Model ................................................................................................................. 13
5.0 Essential Elements of a Healthy Workplace Nutrition Environment .............16

5.1 Organizational Commitment to a Positive Healthy Eating Culture ...........16
5.2 Supportive Social Eating Environment ............................................................21
5.3 Supportive Physical Eating Environment ...................................................... 24
5.4 Access to Healthy, Reasonably Priced, Culturally
Appropriate Food ........................................................................................................25
5.5 Credible Nutrition Education and Social Support for Employees and
Their Families ..............................................................................................................28
5.6 Nutrition Education for Key Decision Makers and Intermediaries
Provided by a Registered Dietitian ......................................................................... 31
5.7 Access to Services from a Registered Dietitian ............................................ 31
5.8 Safe Food Practices and Accommodation of Special
Dietary Needs .............................................................................................................. 32
5.9 Nutrition Policies that Encourage Healthy Eating ....................................... 35
6.0 Conclusion .................................................................................................................... 37

7.0 References ................................................................................................................... 38
8.0 Appendix A: Nutrition Standards for Workplaces© .............................................50
9.0 Appendix B: Definitions and Terminology ............................................................. 73
Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 1

Call to Action: Creating a Healthy Workplace
Nutrition Environment
This Call to Action challenges employers, employees, workplace food service operators, food
distributors, unions, government and group benefits insurance companies to acknowledge and act
on their role in establishing a supportive nutrition environment in workplaces.
2 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

1.0 EXECUTIVE SUMMARY
1.0 Executive Summary
The Call to Action: Creating a Healthy Workplace Nutrition Environment addresses the importance of
healthy eating in the workplace context by presenting the link between nutrition, productivity and
the prevention of chronic disease among employees.
Current eating habits are contributing to rising rates of nutrition related health conditions such as
heart disease, stroke, type 2 diabetes, some types of cancer, obesity and depression. It is time to
address the poor eating habits of Ontarians. Less than 1% of Canadians follow a diet consistent
with nutrition recommendations in Eating Well with Canada’s Food Guide.1 Given that most employed
Canadian adults spend at least 60% of their waking hours at work and eat at least one meal during
the workday, the workplace is an ideal setting to promote healthy eating.2
Adequate nutrition is essential for the overall health and vitality of employees. Promoting healthy
eating in the workplace can help to prevent workplace costs related to absenteeism, reduced
productivity, increased insurance premiums, medical costs, prescription drug costs, as well as higher
rates of injury, disability and early retirement.3-19
The Ontario Society of Nutrition Professionals in Public Health (OSNPPH) Workplace Nutrition
Advisory Group calls on workplaces to create a Healthy Workplace Nutrition Environment by
providing surroundings and conditions that foster good health and support healthy eating.
The OSNPPH has identified nine elements essential to a Healthy Workplace Nutrition
Environment. The nine essential elements are:
1. Organizational commitment to a positive 6. Nutrition education for key decision makers

healthy eating culture. and intermediaries provided by a Registered
2. Supportive social eating environment. Dietitian.
3. Supportive physical eating environment. 7. Access to services from a Registered Dietitian.
4. Access to healthy, reasonably priced, culturally 8. Safe food practices and accommodation of
appropriate food. special dietary needs.
5. Credible nutrition education and social support 9. Nutrition policies that encourage healthy
for employees and their families. eating.
In order to achieve the nine essential elements, suggested actions have been proposed for
stakeholders including: employers, food service operators, food distributors, union members, group
benefits insurance companies, the provincial government and public health. The essential elements
and suggested actions are outlined in Section 5.
Further, the OSNPPH strongly recommends that all workplaces in Ontario implement the Nutrition
Standards for Workplaces© which emphasizes food and beverages with “Maximum Nutritional Value”.
The Nutrition Standards for Workplaces© can be used to assess food and beverages that are offered and
sold in the workplace to determine if they follow the recommendations in Eating Well with Canada’s
Food Guide.
Please see Appendix A: Nutrition Standards for Workplaces© for a description of food categories. The Nutrition
Standards for Workplaces© were adapted from the Nutrition Standards for Nutrition Tools for Schools© by the
Ontario Society of Nutrition Professionals in Public Health, October 2010 v2.

2.0 PURPOSE OF THE CALL TO ACTION
2.0 Purpose of the Call to Action: Creating a Healthy

Workplace Nutrition Environment
The OSNPPH calls on stakeholders including employers, food service operators, food distributors,
union members, group benefits insurance companies and the provincial government to acknowledge that
the current nutrition environment in Ontario workplaces is a significant public health issue that needs to
be addressed and recognize that workplaces play a critical role in creating and maintaining a culture that
encourages and models reasonable and healthy workplace practices.
The Call to Action offers a framework based on nine essential elements, which key stakeholders can use to
create, implement and support a Healthy Workplace Nutrition Environment within their own jurisdiction
using a comprehensive workplace health model (see Fig. 1).

3.0 BACKGROUND
3.0 Background
The Ontario Society of Nutrition Professionals in Public Health (OSNPPH) is the official
organization of Registered Dietitians working in the Ontario public health system. OSNPPH
members have special training in nutrition from accredited universities and are members of
The College of Dietitians of Ontario. Members are primarily employed by local public health
departments/units and are experts in nutrition in the area of public health, with a focus on
improving health and preventing disease.
Under the Health Protection and Promotion Act (Ministry of Health and Long-Term Care, 1990),
nutrition professionals working in public health in Ontario are mandated to provide public health
programs and services targeted at health promotion, health protection and the prevention of
disease. Health program and service guidelines are found in the document entitled Ontario Public
Health Standards (Ministry of Health and Long-Term Care, 2008). Working with workplaces is one
focus of the Chronic Disease Prevention Standards in the Ontario Public Health Standards.
The board of health shall use a comprehensive health promotion approach to increase
the capacity of workplaces to develop and implement healthy policies and programs,
and to create or enhance supportive environments to address the following topics:
• Healthy eating • Work stress • Alcohol use

• Healthy weights • Exposure to ultraviolet • Comprehensive tobacco
• Physical activity radiation control
There has been a significant increase in nutrition related chronic diseases among Canadians. Several
groups have identified actions to prevent the development of nutrition related chronic diseases.
For example, the Sodium Working Group and the Trans Fat Task Force have identified the need to
reduce the sodium and trans fat content of prepared foods.20,21
Various organizations such as Public Health Ontario,22 Cancer Care Ontario,22 the Heart and Stroke
Foundation,23 Dietitians of Canada,24 Chronic Disease Prevention Alliance of Canada25 and the
Canadian Diabetes Association26 have also identified the need to improve the nutritional intakes of
Canadians.

4.0 HEALTHY EATING AT WORK
4.0 Healthy Eating at Work
4.1 Benefits of Healthy Eating
Eating Well with Canada’s Food Guide defines and
promotes healthy eating for Canadians. It translates
the science of nutrition and health into a healthy
eating pattern by describing the types and amounts of
food people need.27 Healthy eating as recommended
by Canada’s Food Guide is associated with a lower risk
of developing nutrition related chronic diseases.27
Following the recommendations in Canada’s Food
Guide contributes to overall health and vitality and
helps to ensure that individuals meet vitamin, mineral
and other nutrient needs.27
Healthy eating includes the enjoyment of a variety

of foods from each of the four Food Groups from
Canada’s Food Guide and respect of one’s hunger and satiety cues. Healthy eating is determined over
time as people of all ages experience fluctuations in appetite and food and beverage intake for
many reasons. It is the overall pattern of foods eaten over time and not any one food or meal that
determines if eating behaviours are healthy. Promoting healthy eating in the workplace considers
this and takes a positive, respectful and supportive approach to eating.28
Adequate nutrition is essential for the overall health and vitality of employees.27 Employees
who have the benefit of optimal health are more likely to be at work and performing well.15,29,30
Productivity and concentration can be optimized in the workplace by providing adequate time for
meals and access to healthy food in the workplace.31,32
A healthy diet is associated with lower incidence of nutrition related chronic conditions such
as heart disease, stroke, obesity, type 2 diabetes, certain types of cancer and depression.1,20,33-40
Promoting healthy eating in the workplace can contribute to a reduction in 1) workplace costs
related to absenteeism, 2) rates of injury and disability, 3) insurance premiums, prescription drug
costs, medical costs and workers compensation, 4) early retirement and 5) automobile collisions,
typically associated with the development of nutrition related health conditions.3-17 Making changes
in the workplace that support healthy eating may increase productivity and assist individuals who
have chronic diseases to manage their conditions.15,19,29,30,32,41,42

4.2 Current Consumption Trends of Canadian Adults
Less than 1% of Canadians follow a diet consistent with nutrition recommendations in Canada’s
Food Guide.1 Consumption of vegetables (specifically dark green and orange vegetables), whole
fruit and whole grains is inadequate.1 Over one fifth of the calories Canadian adults consume are
categorized as “Foods to Limit” by Canada’s Food Guide (i.e., cakes, cookies, granola bars, doughnuts,
muffins, ice cream, frozen desserts, french fries, potato chips, nachos, salty snacks, alcohol, fruit
flavoured drinks, soft drinks, sports drinks, energy drinks and sweetened hot or cold drinks).43
Consuming “Foods to Limit” on a regular basis means that nutritious foods are displaced from
diets or individuals are eating too many foods high in calories, added salt, sugar and fat. This can
contribute to the development of high blood pressure, high cholesterol, metabolic syndrome,
heart disease, stroke, type 2 diabetes, certain types of cancer, obesity, kidney disease and
osteoporosis.20,33-35,37,39,44-55
The negative consequences and long term implications

of unhealthy eating practices cannot be overstated. The
increasing prevalence of chronic disease will impact the
workforce, as the presence of a chronic health condition is
associated with reduced participation in the labour force.4,56-58
Additionally, unhealthy eating practices will continue to
overburden the health care system. In 2007, chronic diseases
were responsible for 79% of all deaths in Ontario.22 Of these
deaths, 80% were due to nutrition related chronic disease such
as cardiovascular disease, cancer and type 2 diabetes.22 These
preventable diseases diminish our quality of life, economy
and communities.22 For example, the financial implications
of chronic diseases impact the financial well-being of the province. In 2010, Ontario health sector
spending accounted for about 46 cents of every program dollar. If left unchecked, health care
spending may increase to 70 cents of every program dollar by 2022.59
4.3 Moving Beyond Education: The Case for a Supportive Nutrition

Environment in the Workplace
It had been assumed that providing education would be adequate to prompt individuals to make
healthier food choices. Existing health promotion efforts have had a substantial impact on the
awareness of the importance of healthy eating among the Canadian population. As a result of
health promotion efforts, 88% of Canadians say that healthy eating is important to them.60 Despite
high awareness levels, eating habits have been getting worse over the years, demonstrating that
current techniques used in interventions to promote healthy eating have not been very effective
at improving eating behaviour.61,62 Interventions aimed at individuals often assume that eating
behaviours occur in isolation, under sole control of the individual as a result of rational and
thoughtful choice.62 However, there is evidence to suggest that eating behaviours are largely
automatic and are highly influenced by physiological, psychological, social and environmental
factors that occur outside the conscious awareness of individuals.62-70 Interestingly, even when
individuals are aware of the possibility that certain factors can influence the food intake of others,
they often deny that those same factors influence their own behaviour. This is because individuals
tend to attribute their own behaviour to intent, desire, free will and personal control.66,68,69,71,72

Physiological Factors
Researchers believe that foods high in fat, sugar or white flour (i.e., “Foods to Limit”) act in the
brain in a similar way to addictive drugs such as cocaine, which makes them very tempting and
difficult for people to resist.73-80 This secondary reward system in the brain is not linked to a need
for calories and can motivate individuals to eat even when they are not hungry (e.g., dessert).81-83
In addition, gaining weight by eating foods high in added fat and sugar (i.e., “Foods to Limit”) can
change the brain, which subsequently promotes overeating.75
Each time a tempting food is encountered, mental effort is required to make the conscious
decision to resist or give in and consume the food.64,65 There is a natural variability in each
individual’s reward response to food and ability to resist tempting food.63,70,76,82,84-91 Considering
that the average individual makes over 200 food choices per day,92 a great deal of mental effort is
required in order for an individual to resist tempting food throughout each day.
Individuals who find certain foods highly rewarding and who have a lower natural ability to
resist are prone to consume tempting foods when they are available.63,85,93-97 Therefore, some
individuals are naturally more vulnerable to food cues than others.63,83,97 This vulnerability appears
to be at least partially genetically determined and remains consistent over time.90,96,98-100 Although
researchers have developed methods to increase individual inhibitory control (self control) for
short periods of time,86,101-103 there are currently no community level interventions that have
proven to be effective in the long term.102,104
There are also fluctuations in each individual’s ability to resist tempting food. Several studies
suggest this mental function relies on blood glucose as an energy source.105-108 When individuals
have lower levels of blood glucose, their ability to resist temptation is impaired.105,106,109 During
periods before meal times, blood glucose is lower, leaving less blood glucose for the mental
processes needed to resist tempting food.107,108 Therefore, food decisions that are made when
people are hungry tend to be more impulsive than decisions made when individuals have an
adequate supply of blood glucose.108 This likely explains why individuals fail to follow their
intentions to eat healthier diets, when provided with opportunities to eat tempting foods. For
example, many consumers have the perception that they would make healthy choices if food
retailers offered healthier food options.110 However, food service operators report that healthy
choices do not sell.110-112 Therefore, it appears that individuals have difficulty putting their
intentions into action, especially in an environment that also offers many opportunities to indulge
in less healthy food choices.93-95,113-118
The part of the brain that enables individuals to resist tempting food is also responsible for other
functions such as problem solving, learning and dealing with stress.119 The demands of a typical
workday use a great deal of mental energy, leaving individuals susceptible to environmental food
cues.62,66,107,120-122 This may explain the observation that stressful work environments where workers
experience high demand, lower job control and low social support are often related to unhealthy
eating behaviours such as skipping meals, eating at workstations, using food as a way to cope, extra
snacking and a preference for calorie dense foods.3,123,124
Social Psychological Factors

People are largely unaware that their own eating behaviours are influenced by the behaviour
of others.68,125,126 Eating with others can influence the amount as well as the types of foods
eaten65,68,125,127-134 and individuals tend to have similar dietary patterns to other people in their social
networks.65,125,133,135-138

Food is often an important component of social activities and eating food with other people can
create a sense of belonging.131,139 However, group social norms around eating can also have negative
effects. For example, people who eat more during social occasions are viewed as likable, whereas,
people who show restraint and eat minimally are not particularly liked by their eating companions
and are viewed as high-strung, serious, unhappy and antisocial.128,130,132 Therefore, people may
feel considerable social pressure to eat in situations where they want to ‘fit in’.132,140 In this regard,
work related activities that revolve around eating and drinking can promote poor diet quality and
excess caloric intake. Such activities include workplace celebrations, fundraisers, social events and
entertaining clients.141
Social events that are centered on food may also make it more difficult for people who are trying to
resist tempting foods. Individuals who are aware that they are susceptible to eating when exposed to
food cues may avoid situations where they encounter tempting food, such as social events, in order
to control their dietary intakes.142 These individuals may feel as though they have the option of
either attending social events or maintaining their diet.143

The following example illustrates the social influence on food intake during the workday. Each
of these extra foods increases the overall amount of calories, sodium, sugar and fat consumed
(shown in bold).
Day in the life of an office worker
8:00 A.M. The morning starts off in a rush, which leaves Rachel little time to eat breakfast.
She quickly grabs a packet of instant oatmeal and heads out the door.
8:15 A.M. Rachel arrives at work with some time to spare. She stops by the lunch room to
prepare the oatmeal and fills up her coffee from the coffee machine.
8:25 A.M. On her way to her desk, Rachel runs into Louise who is decorating her desk with
green paraphernalia. Louise fills up her candy bowl with green jelly beans and offers Rachel
some, then places it on the communal filing cabinet.
8:30 A.M. Rachel arrives at her desk and eats her oatmeal while scanning through emails.
According to Louise, there are jelly beans and cupcakes on the communal filing cabinet
in celebration of St Patrick’s Day. An email from Mary indicates that the office will be
celebrating Philip’s birthday this afternoon.
10:30 A.M. Rachel attends a meeting that will be going until at least 12:00. Someone
brought in mini donuts and Rachel eats a few.
12:30 P.M. Rachel heads back to her desk to sift through the emails that accumulated during
the morning. She will not have much time for lunch as she has another meeting in the
afternoon. She quickly eats her lunch at her desk.
1:00 P.M. Rachel attends an afternoon meeting. Her manager has brought in a coffee with
cream and sugar for each person in the meeting to acknowledge their hard work.
3:30 P.M. The meeting ends and the staff make their way to the lunch room to celebrate
Philip’s birthday. Halley is an amazing baker who has prepared a cake. There was fruit on
the side, but it did not last long and Rachel missed out. She asks for a small slice of cake,
thinking about the other treats she had today.
3:45 P.M. Rachel heads back to her desk feeling sluggish. She works away completing tasks
and catching up on emails from the afternoon.
4:30 P.M. It’s the end of the work day. Rachel is exhausted. She feels like she should pick up
groceries but is not feeling up to facing the crowd at the grocery store. Instead, a group of
co-workers has invited her out for dinner at a local fast food restaurant. She will have to go
grocery shopping another day.

Individual Psychological Factors
There are many complex psychological processes that occur that prevent individuals from
taking action to improve their own diet.118,144-148 For example, people accept the messages in
health promotion campaigns but typically believe them to be more applicable to others than to
themselves. This occurs because people usually rate risks related to their own behaviour to be
lower compared to others.149,150 This can result in individuals feeling that dietary improvements
are ‘everyone else’s problem’, while believing that their own diet is ‘ok’.20 For example, a survey
revealed that most Canadians report their eating habits as good (46%), very good (24%), or
excellent (4%).151 However, only 0.5% of Canadians met nutrition recommendations and the
average Canadian diet (58.8 out of 100 points) was closer to the ‘poor’ diet category than to the
‘good’ diet category.1 Only 7% of respondents rated their own diet as ‘poor’; however, based on
population data, 17% of the Canadian population consumed a diet categorized as ‘poor’.1,151
When individuals are provided with an opportunity to consume tempting food they often
rationalize their decision to eat in order to feel less guilty.114,127 This can occur after resisting
tempting food earlier in the day or after achieving a goal that required personal effort, for
example, eating something indulgent after exercising or eating out after a tough day at work. This
can also occur when eating foods that are marketed as healthy, such as consuming larger amounts
than normal because a product is ‘low-fat’, ordering a high calorie dessert with a ‘healthier’ choice
or eating more calories after selecting a sugar-free beverage.114,115,127,144,148-152
Environmental Factors
The food environment has changed substantially in the past few decades, including increased
portion sizes as well as widespread availability and promotion of less healthy foods described as
“Foods to Limit” by Canada’s Food Guide.27,49,61,64,66,67,152-159 The presence of tempting foods in the day-
to-day environment has been shown to increase consumption. 64,66,67,94,97,160-165 In retail settings, sales
can be increased by prominently displaying items using methods such as increasing shelf space,
placing items at eye level and using end-of-aisle and check-out displays.64 This practice is effective
at increasing sales even when items are generally unpopular.64
Currently, food and beverages provided in the workplace during meetings, events and celebrations,
through retail settings such as vending machines, cafeterias and tuck shops, or left in common
work areas, offer employees regular access to “Foods to Limit”. These foods tend to be highly
accessible and prominently displayed in workplace retail settings and in work areas, which can
promote consumption.

The following example illustrates the influence of the workplace on the dietary intakes of employees. Each
of these “Foods to Limit” increases the overall amount of calories, sodium, sugar and fat consumed and
displaces healthier food from the diet (shown in bold).
Day in the life of a factory shift worker

5:15 P.M. Brad was unable to sleep during the day today as he had been working days previously this
week and ended up sleeping in. He has been working a lot of overtime and has not had a chance to
go grocery shopping. Brad stops and orders a fast food meal combo from a drive through restaurant
on his way to work. He eats his meal in the car in the parking lot at work before his shift starts.
8:00 P.M. During his first 10 minute break Brad is already tired and has an energy drink from an on-
site vending machine. He used to avoid energy drinks and coffee, but has noticed that these seem to
have become a staple in his diet since he began working rotating shifts.
10:00 P.M. Brad purchases his lunch from the vending machines as the cafeteria is not open during
the night shift. He has been meaning to ask his supervisor about providing a refrigerator for staff to
store meals from home. Brad chooses a submarine sandwich, a bag of chips and a can of fruit
punch.
2:00 A.M. Brad is feeling unwell and has some stomach upset. He uses his second meal break to take
a nap.
4:00 A.M. Brad was planning to go to the gym after work and tries to find a healthy snack. He
chooses a chocolate milkshake and an oatmeal cookie from the vending machines – the healthiest
options he can find.
6:00 A.M. By the end of his shift Brad is exhausted. He decides to forgo his planned trip to the gym
after work. He grabs a coffee with cream and sugar before leaving work to keep him alert for the
drive home.

4.4 Nutrition Standards in Workplaces: A Critical Need
The current food environment promotes dietary patterns that are associated with poor health.
Interventions must move beyond traditional educational approaches to provide supportive healthy
eating environments. Workplaces can positively influence the nutritional intakes of employees by
addressing the nutritional quality of food offered to employees.
The OSNPPH recommends using Nutrition Standards for Workplaces© to guide what food and
beverages are offered in workplace settings (See Appendix A).
The Nutrition Standards for Workplaces© can apply whenever food and beverages are offered or sold
in the workplace. The Nutrition Standards for Workplaces© are not intended to apply to foods and
beverages brought in for individual consumption (i.e., packed lunches).
The Nutrition Standards for Workplaces© translate evidence-based nutrition recommendations, such as
those in Canada’s Food Guide27, into nutrition standards workplaces can use to assess the nutritional
value of available ingredients and packaged products. Using a nutrition standard ensures that food
and beverages offered in workplace settings are part of Canada’s Food Guide, are higher in nutrients
such as vitamins, minerals and fibre and contain little or no added fat, sugar or salt.
Using consistent nutrition standards in the workplace:
• Capitalizes on the workplace as an ideal setting to promote healthy eating. Most employed
Canadian adults spend at least 60% of their waking hours at work and eat at least one meal during
the workday.2
• Ensures consistency between wellness messaging and workplace practice. Often
workplaces encourage healthier eating habits using educational approaches. In many cases
employees are offered or sold less healthy food choices during the workday, which can undermine
their health.
• Improves the nutritional quality of foods available to employees. The implementation of the
Nutrition Standards for Workplaces© will provide an eating environment where the healthy choice is
the easy choice.166-172
4.5 Nutrition Promotion Within The Comprehensive Workplace Health

Model
Comprehensive Workplace Health Promotion can be defined as “an approach to protecting and
enhancing the health of employees that relies and builds upon the efforts of employers to create a supportive
management under and upon the efforts of employees to care for their own well-being”.173
The OSNPPH’s vision is that Ontario workplaces will recognize that employee health is
fundamental to organizational success, and will therefore adopt and implement a comprehensive
approach to workplace health as an integral part of their business strategy and operations.
The Comprehensive Workplace Health (CWH) Model focuses on three areas: organizational
culture, health and lifestyle practices and occupational health and safety.174
• Organizational Culture includes psychosocial issues in the workplace environment. It focuses on

factors that affect the interaction between people, their work and the organization.
• Health and Lifestyle Practices include individual behaviours and organizational strategies to
improve individual health.

• Occupational Health and Safety includes reducing work-related injury, illness and disability by
addressing the physical environment and other aspects of the workplace environment.
Initiatives for each of these areas can include: awareness raising, skill building, supportive
environments and policy development.
Creating a Healthy Workplace Nutrition Environment: The Nine Essential Elements

The OSNPPH identifies nine elements that are essential to a Healthy Workplace Nutrition
Environment. The nine essential elements incorporate the Nutrition Standards for Workplaces©, which
are intended to be used as part of a comprehensive health promotion approach to create a healthy
eating environment in workplaces.
The nine essential elements of a Healthy Workplace Nutrition Environment align with the
Comprehensive Workplace Health Model (see Fig. 1). Each of the nine essential elements can be
placed within one of the three areas of the Comprehensive Workplace Health Model.
The nine essential elements are:
1. Organizational commitment to a positive 6. Nutrition education for key decision makers

healthy eating culture. and intermediaries provided by a Registered
2. Supportive social eating environment. Dietitian.
3. Supportive physical eating environment. 7. Access to services from a Registered
4. Access to healthy, reasonably priced, Dietitian.
culturally appropriate food. 8. Safe food practices and accommodation of
5. Credible nutrition education and social special dietary needs.
support for employees and their families. 9. Nutrition policies that encourage healthy
eating.

Figure 1: Adapted Comprehensive Workplace Health Model with Nine Essential

Elements174
Organizational Culture Health and Lifestyle Practices
1. Organizational commitment to a positive healthy 5. Credible nutrition education and social support
eating culture for employees and their families
2. Supportive social eating environment 7. Access to services from a Registered Dietitian
6. Nutrition education for key decision makers and
intermediaries provided by a Registered Dietitian
9. Nutrition policies that encourage healthy eating
Healthy
Productive
Workplace
Occupational Health and Safety
3. Supportive physical eating environment

4. Access to healthy, reasonably priced, culturally appropriate food
8. Safe food practices and accommodation of special dietary needs
(e.g., allergies, traditional dietary practices)

5.0 ESSENTIAL ELEMENTS OF A HEALTHY
WORKPLACE NUTRITION ENVIRONMENT
5.0 Essential Elements of a Healthy Workplace
Nutrition Environment
Essential Element 1: Organizational Commitment To a Positive Healthy
Eating Culture
Organizational commitment is the ongoing commitment of managers and relevant
stakeholders to create a workplace environment that supports and fosters a culture of
healthy eating. This element can be achieved by a) obtaining management support,
b) establishing a wellness committee, c) addressing weight bias in the workplace and
d) being involved in the community.
A. Management Support for the Creation of a Healthy Workplace Nutrition Environment

Definition of Success: Management formally commits to achieving a Healthy Workplace Nutrition
Environment based on the nine essential elements.
To create a healthy workplace, it is important that everyone in the organization is working

towards a common goal. The most important part of any organizational change is management
commitment to achieving a Healthy Workplace Nutrition Environment.175,176
Management commitment, supervisory support and supportive organizational structures are

required for successful initiatives.32 Without management buy-in, health promotion initiatives
may be forced to compete against organizational priorities such as production and profitability.
Obtaining senior management support is essential to generate resources such as employee time
and financial support required to initiate and maintain successful wellness programs.177 Without
this commitment, the chances of success are significantly reduced.
Management support is required to address organizational factors that affect employee eating
habits such as work related stress and work schedules, which can negatively affect food
choices.178,179 For example, time scarcity due to long work hours, multiple jobs or shift work may
result in lower quality diets among working families.180,181 Many working adults find it difficult to
manage time constraints related to work, making convenient access to healthy options especially
important.182
Management can also act as wellness champions by role modelling healthy behaviours for
employees. This demonstrates commitment to healthy eating initiatives and can also positively
influence employee behaviours.125,127, 128, 133
Demonstrating the costs and savings associated with a Healthy Workplace Nutrition Environment
is one way of obtaining management buy-in. For example, overall workplace financial losses
related to chronic disease range from as low as a few hundred dollars4,15,183,184 to several thousand
dollars per affected employee per year (e.g., $3000 to $15000).4,14,185,186 A recent meta-analysis,
that looked at the costs and savings associated with workplace disease prevention and wellness
programs in general, determined that medical costs fall by about $3.27 for every dollar spent on
wellness programs and that absenteeism costs decrease by about $2.73 for every dollar spent.187

A systematic review on the financial return of nutrition focused health promotion programs
found a return on investment in some studies but not others.188 However, the majority of
the studies in the review were focused on individual behaviour change and did not include
improvements to the food environment.188 Therefore, specific conclusions on the profitability
of the strategies promoted in the Call to Action for Workplaces cannot be made without further
research.
B. Establishing a Wellness Committee

Definition of Success: A wellness committee/healthy eating subgroup is established and committed to the
task of creating a Healthy Workplace Nutrition Environment.
A wellness committee is responsible for conducting health needs and interest assessments,
organizing awareness raising and skill building activities, planning supportive environment
interventions, assisting with the implementation of activities, drafting policies for management
approval and evaluating outcomes.
Successful workplace health initiatives often indicate that program acceptance was achieved
using a committee approach.189-193 A committee approach is helpful to exchange ideas between
employees, service providers, wellness staff and management.177 Workplaces should involve
all relevant stakeholders such as: senior management, unions and employee associations,
employees, occupational health, health and safety representatives, human resources and benefits,
communications and food service providers, so that committee decisions will consider different
perspectives.
C. Addressing Weight Bias in the Workplace

Definition of Success: Management acknowledges weight bias as being unacceptable in the workplace and
supports efforts to address and prevent it within the organization.
Typical awareness raising strategies on the topic of healthy weights using the ‘eat less, do more’
approach have emphasized individual personal responsibility, while failing to acknowledge the
environmental factors that have contributed to poor eating habits. It is a common perception
that individuals are solely responsible for their eating and physical activity behaviours.41,194-200
“Weight bias refers to negative stereotypes toward individuals affected by excess weight or obesity, which often
leads to prejudice and discrimination. Weight bias toward individuals affected by obesity is evident in healthcare,
education, the media, interpersonal relationships and especially in the workplace.” 201
Overweight and obese workers can face disadvantages in wages, hiring, promotions and job
termination because of their weight status.195,199,200,202-208 As such, employers should ensure that
recruitment and retention practices reflect an inclusive philosophy and are not based on weight
status.
“Weight bias fosters blame and intolerance that reduces quality of life for persons who are affected by obesity.
Individuals who experience weight bias or discrimination are at risk for serious psychological, emotional and
health-related consequences, some of which also reinforce weight gain and obesity.” 201 The experience
of stigma increases stress levels and depletes the mental energy required to regulate eating
and physical activity behaviours.209 As a result, individuals who experience weight-based
stigma are more likely to engage in unhealthy eating behaviours and lower levels of physical
activity.198,199,203,209,210

Workplaces should ensure that efforts to improve employees’ dietary intakes do not perpetuate
or exacerbate weight-based stigma and discrimination. For example, focusing information and
education solely on individual aspects of weight gain such as diet and exercise may increase weight
bias.198,200,207,211-213
Workplaces should avoid using shaming as a method to motivate individuals to lose weight or
using images in wellness communications that depict individuals in a negative or stigmatizing
manner (e.g., focus on torso or buttocks, headless shots, people shown eating or drinking or
engaging in sedentary behaviours).195,212,213 Interventions that target specific groups to improve
dietary intakes (e.g., overweight or obese individuals) can also be stigmatizing. For example,
participating in weight loss contests that have become popular as a result of reality based
television shows such as the ‘Biggest Loser®’ can promote anti-fat attitudes and may increase weight
bias and stigma among employees.214
Workplaces can reduce weight bias by educating employees on the environmental, genetic and
biological factors that influence individual eating habits.196,198,205,207,215 Also, workplaces can work
towards improving the dietary intakes of employees by focusing on environmental factors and
whole group approaches.216 In addition, workplaces can use education and workplace policies to
reduce weight-based teasing and discrimination among employees.
D. Community Involvement
Definition of Success: The workplace makes an effort to improve the wellbeing of the surrounding community
in line with its healthy eating messaging.
Often workplaces will make efforts to improve the wellbeing of the surrounding community.
Participating in community causes gives employees a sense of pride and accomplishment.
One of the ways that workplaces support community needs is conducting food drives for food
banks or fundraisers for community charities.
However, fundraisers often rely on the sale of less healthy food options. When tempting
food is used to raise money, it can be very difficult for employees to resist. It may also lead to
rationalization where the act of eating something that is less healthy is done for altruistic reasons
(e.g., ‘I will buy these cookies to support a good cause’). Additionally the amount and types of
food distributed through the food bank is often inadequate to meet recipients’ nutritional needs.217
Whenever possible, involvement with the community should demonstrate the workplace’s
commitment to healthy eating. Improvements can be made by collecting healthier food items to
donate to local food banks and using non-food items to raise funds.

Table 1 outlines recommendations for action by key stakeholders to achieve Essential Element 1
Table 1: Essential Element 1: Organizational Commitment to a Positive

Healthy Eating Culture
A. Management Support
Management formally commits to achieving a Healthy Workplace Nutrition Environment based on the nine
essential elements.
Recommendations for Action:
Employers • Make a commitment to healthy eating in the vision and mission of the
organization.
• Address organizational factors that may negatively affect eating habits (e.g.,
workload, scheduling practices, workplace conflict, etc.).
• Ensure management representation on the wellness committee/healthy
eating sub-group.
• Support guiding principles, which outline the approach to healthy eating and
key messages used to promote healthy eating in the workplace.
• Participate and encourage staff to participate in educational opportunities
(e.g., awareness raising and skill building) on work time.
• When hosting activities that involve the local community, role model healthy
eating behaviours (e.g., healthy choices at a community BBQ).
• Partner with community groups that also promote healthy eating
behaviours (e.g., Heart and Stroke, Canadian Cancer Society, public health
departments/units, etc.).
• Follow policies that support healthy eating.
• Encourage managers to demonstrate commitment to healthy eating (e.g.,
being a good role model and supporting healthy eating messages).
Unions • Support workplace efforts to create a Healthy Workplace Nutrition
Environment.
• Create buy-in among employees towards workplace efforts to create a
Healthy Workplace Nutrition Environment.
• Identify representatives to participate on the workplace wellness
committee/healthy eating subgroup.
Group Benefits • Provide a financial incentive to workplaces (i.e., premium incentives)
Insurance that commit to creating a Healthy Workplace Nutrition Environment by
Companies implementing all nine essential elements.
Provincial • Provide a financial incentive (i.e., tax incentives) to workplaces that commit
Government to creating a Healthy Workplace Nutrition Environment by implementing
all nine essential elements.
B. Establishing a Wellness Committee
A wellness committee/healthy eating subgroup is established and committed to the task of creating a Healthy
Workplace Nutrition Environment.
Employers • Establish a wellness committee/healthy eating sub group responsible for
conducting health needs and interest assessments, planning, implementing
and evaluating healthy eating interventions.
Unions • Participate in wellness committees.

C. Addressing Weight Bias in the Workplace
Management acknowledges weight bias as being unacceptable in the workplace and supports efforts to address and
prevent it within the organization.
Employers • Ensure that workplace recruitment and retention practices reflect an

inclusive philosophy.
• Provide ongoing awareness raising activities (e.g., in-services for new
employees, print resources displayed in common areas) that highlight the
negative effects of weight-based stigma and provide strategies for avoiding
it in the workplace.
• Provide education for employees on the environmental, genetic and social
influences on weight status during health promotion activities to decrease
weight bias.
• Discourage activities such as contests, events or challenges that promote
weight bias (e.g., ‘Biggest Loser®’ weight loss challenges).
• Prepare a harassment prevention policy and develop an implementation
plan, which provides employees with information and instruction on the
contents of the workplace harassment policy.
• Use positive portrayals of overweight and obese individuals in company
documents, newsletters, websites and other audiovisual communications.
Unions • Support management initiatives to decrease weight-based stigma in the
workplace (e.g., union newsletters, education sessions, meetings, etc.).
Provincial • Amend the Ontario Human Rights Code to include weight status in
Government addition to race, ancestry, place of origin, colour, ethnic origin, citizenship,
creed, sex, sexual orientation, age, record of offences, marital status, family
status or disability.
D. Community Involvement
The workplace contributes to the health of the community by role modelling and promoting inclusive, respectful
and evidence-based healthy messaging.
Employers • Improve the nutritional quality of charitable food donations by emphasizing
foods from the “Maximum Nutritional Value” and “Sell/Offer Most” categories,
such as fresh or canned fruits, vegetables, milk and alternatives and meat
and alternatives during food drives.
• Assess requests and support community organizations and fundraisers
that also support healthy eating recommendations (i.e., fundraising either
involves non-food activities such as walk-a-thons or the sale of non-food
items such as gift wrap or magazines). Alternatively, if food is sold for
fundraising purposes, only “Maximum Nutritional Value” and “Sell/Offer Most”
food is used.
• Encourage employees to refrain from selling food that is “Not Recommended”
in the workplace on behalf of external organizations (e.g., charities, non-
profit organizations, schools, sport teams, etc.).

Public Health
• Educate managers and other stakeholders about the benefits of Healthy Workplace Nutrition
Environments to create buy-in.
• Offer support and resources to management and wellness committees to create and maintain a
• Assist workplaces to develop and review policies and guidelines related to community
partnerships to ensure they promote healthy eating.
• Provide resources and strategies to workplaces to reduce weight-based stigma.
• Promote community awareness about the importance of a Healthy Workplace Nutrition
Environment.
• Advocate for amendments to the Ontario Human Rights code to include weight status in
addition to race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual
orientation, age, record of offences, marital status, family status or disability.
Essential Element 2: Supportive Social Eating Environment

A supportive social eating environment is one where day-to-day interactions in
the workplace support healthy eating behaviours and do not encourage increased
consumption of less healthy foods. This element can be achieved by a) scheduling
appropriate breaks, b) not using food as an incentive or a reward, c) ensuring common
areas are not used as a repository for food, d) having healthy employee celebrations and
e) ensuring that fundraisers support healthy eating.
Changing the social norms related to eating behaviours may be the most challenging task as
employees may be resistant to changes in this area. Workplaces are encouraged to set goals related
to the social eating environment and work with employees to transition towards that goal. Part
of the transition strategy should include education so that employees understand the social,
psychological, physiological and environmental determinants of individual eating behaviours,
while reducing the emphasis on individual responsibility.
Making Changes in the Workplace: The Tobacco Example

Changing social norms around health behaviours may seem daunting at first; however, the
regulations around tobacco have demonstrated that employees adjust to change. For example, 30
years ago it would have seemed completely normal to smoke tobacco in the workplace. Twenty
years ago employees were permitted to smoke in a designated area within the workplace.218 As of
2006 the Smoke-free Ontario Act came into effect, which banned smoking in workplaces.219 Six
years later, most Ontarians would find it strange to encounter tobacco smoke in their workplace.
A. Appropriate Breaks
Definition of Success: Breaks are appropriately scheduled in order to provide employees with a minimum 30
minute lunch break.
Eating at regular intervals allows people to refuel, which can help them achieve work tasks more
effectively.31 Individuals with diabetes will benefit from regular nutrition breaks as it will help them
to manage blood sugar.

B. Use of Food as an Incentive or a Reward
Definition of Success: Food is not used as an incentive or a reward to recognize employees’ work efforts.
When food is used as a reward it encourages eating for reasons aside from hunger. This practice
can also create a conditioned response, where work creates anticipation and expectation of food
rewards and may encourage individuals to rationalize indulgent food decisions (e.g., ‘I had a hard
day at work today, so I deserve something indulgent’).83,129,131
C. Food in Common Areas

Definition of Success: Common areas in workplaces are free from food and the workplace is not used as a
repository for foods that are “Not Recommended” (e.g., leftover food from meetings, Halloween candy, Christmas
cookies, etc.).
In many workplaces, employees bring in ‘treats’ for co-workers to share. Leftover food from
meetings and events is often placed in common areas for people to consume. Additionally,
fundraisers based on selling “Foods to Limit” are typically placed in common areas for people to
purchase.27 Candy dishes on desks are also an example of food offered in common areas.
This practice may seem relatively harmless; however, the caloric margin for ‘treats’ is very small,
with experts estimating that it only takes 50 to 150 extra calories per day to cause an individual
to become obese.64,65,153,220-222 Therefore, the placement of food in common areas can make a
significant negative impact on the health of employees.
The presence of less healthy foods in work settings can be extremely distracting for workers, and
there is evidence that individuals have difficulty doing more than one task requiring self control at
a time.65,105,106,109,120,223 This creates a scenario where people exposed to tempting foods in their work
areas will either eat the ‘treat’ and get on with their work (potentially increasing diet related health
risks) or try to resist to maintain their health, resulting in distracted and less productive employees.
Having regular access to food in the work area may also create a habit of rewarding oneself to
cope with boredom or stress in the workplace.123,224
D. Workplace Celebrations
Definition of Success: Employees are encouraged to have celebrations that support healthy eating.
The frequency of events is coordinated to limit the number of celebrations that involve foods that are “Not
Recommended”.
Often, celebrations are a time to share food with friends, family and colleagues. Celebrations
can be an important part of acknowledging workplace successes and important life milestones.
However, if workplace celebrations occur frequently, and “Foods to Limit” are commonly offered,
celebrations may begin to compromise diet quality and overall health.
Holiday celebrations are a time when cultural, environmental and social influences combine, to
make it more likely that people will gain weight.225 Individuals have noted that holidays and parties
create a negative social influence that encourages poor eating habits.136 Factors that occur during
celebrations such as eating with others, longer meal times, easy access to tempting food and large
portion sizes, tend to increase overall caloric intake.225

E. Workplace Fundraisers
Definition of Success: Fundraising supports and encourages healthy eating.
Fundraisers occur within the workplace for various purposes (e.g., to raise funds for social
committees or fitness equipment, to assist employees in times of personal need, etc.). Often,
fundraising efforts rely on the sale of less healthy foods (e.g., bake sales, chocolates), which can
contribute to poor diet quality.
Table 2 outlines recommendations for action by key stakeholders to achieve Essential Element 2.
Table 2: Essential Element 2: Supportive Social Eating Environment

A. Appropriate Breaks
Breaks are appropriately scheduled in order to provide employees with a minimum 30 minute lunch break.
Employers • Communicate with employees to coordinate appropriate breaks. Most
employees are entitled to an uninterrupted 30 minute eating period after no
more than five consecutive hours of work.226
B. Use of Food as an Incentive or a Reward

Food is not used as an incentive or a reward to recognize employees’ work efforts.

Employers • Reward employees with non-food rewards (e.g., gift cards, special events
such as a bowling party, afternoon off, etc.).
C. Food in Common Areas
Common areas in workplaces are free from food and the workplace is not used as a repository for foods that are
“Not Recommended” (e.g., leftover food from meetings, Halloween candy, Christmas cookies).
Employers • Make common areas in work places free from food and ensure the
workplace is not used as a repository for foods that are “Not Recommended”
(e.g., leftover food from meetings, Halloween candy, Christmas cookies).
D. Workplace Celebrations
Employees are encouraged to have celebrations that support healthy eating. The frequency of events is coordinated
to limit the number of celebrations that involve foods that are “Not Recommended”.
Employers • Coordinate the frequency of events to limit the number of celebrations.
• Make efforts to emphasize food and beverages from the “Maximum
Nutritional Value” and “Sell/Offer Most” categories and minimize food and
beverages from the “Not Recommended” category.

E. Workplace Fundraisers
Fundraising supports and encourages healthy eating.

Employers • Raise funds through non-food activities such as walk-a-thons or the sale of
non-food items (e.g., gift wrap or magazines). Alternatively, if food is sold
for fundraising purposes, only “Maximum Nutritional Value” or “Sell/Offer
Most” foods are used.
Public Health
• Provide resources and strategies to workplaces to create a supportive social eating environment,
such as suggestions for meal breaks, healthy celebrations, fundraisers and incentives that support
healthy eating.
• Provide education to employees to increase support for a supportive social eating environment.
Essential Element 3: Supportive Physical Eating Environment

A supportive physical eating environment encourages employees to make time for breaks
and to bring their lunch from home. This element can be achieved by providing a safe and
pleasant eating area.
Safe and Pleasant Eating Areas

Definition of Success: The physical set up of the workplace provides a clean, attractive eating area that
encourages and supports employees to bring their own meals, snacks and beverages.
To encourage employees to take their lunch breaks and consume meals and snacks, some of the
physical aspects of the workplace eating environment can be addressed to create a clean attractive
eating area.
Table 3: Essential Element 3: Supportive Physical Eating Environment
Safe and Pleasant Eating Areas
The physical set up of the workplace provides a clean, attractive eating area that encourages and supports
employees to bring their own meals, snacks and beverages.
Employers • Provide a place to eat that is not in need of repairs (e.g., chipped floor
covering, loose tiles, damaged chairs, etc.).
• Improve the atmosphere of the cafeteria or employee lounge to create a
more supportive eating environment.
• Ensure adequate seating with no overcrowding beyond the established
room capacity.
• Provide tables and chairs that are the appropriate size for all employees.
• Ensure daily cleaning of tables and floors.
• Provide access to food storage and food preparation equipment where
employees can store or reheat snacks, lunches and beverages.
• Provide appropriate shade for any available outdoor lunch seating.
• Provide adequate, clean and pest proof bins for waste, recycling and
compost (where applicable).
Public Health
• Provide strategies to workplaces to create a supportive physical eating environment.

Essential Element 4: Access To Healthy, Reasonably Priced, Culturally
Appropriate Food
Ensuring access to healthy, reasonably priced and culturally appropriate food increases
the chance that employees will select healthy foods. This element can be achieved by
a) ensuring access to these foods in retail settings and b) during catered meetings and
special events.
A. Retail Settings (i.e., food sold in cafeterias, tuck shops, canteens and vending machines)
Definition of Success: Food sold in cafeterias, tuck shops, canteens and vending machines comply with the
Nutrition Standards for Workplaces© and healthy food is competitively priced and promoted. In all settings, food
must reflect cultural diversity in the workplace.
Retail environments can influence employees to consume a poor quality diet if there is an
abundance of less healthy choices, and if healthy choices are more expensive or less convenient
than other choices. Many interventions in retail settings attempt to encourage individuals to
consume healthier foods by increasing access to healthier choices, point of purchase prompts,
food labelling and nutrition education.32,179,192,227-229 Some interventions also incorporate pricing
incentives, which tend to be more successful than interventions based on education and healthy
eating prompts.230-235
However, these interventions place the onus on the individual to consume a healthy diet in an
environment that also promotes foods that can be detrimental to health. This strategy ignores
the powerful reward stimulus of the presence of tempting foods as well as the limitations of
individual ability to consistently resist these foods to protect long term health.64,65,70,76,82,84-91 It is
likely due to the physiological processes that favour the consumption of “Foods to Limit” that
healthy eating interventions focused on individual behaviour change fail to have significant long
term impact. Workplaces can improve employees’ diets by improving the nutritional quality of
food sold to employees in retail settings.
In addition to addressing the nutritional quality of food sold to employees, workplaces may also
want to consider the environmental impact of their food service operations.
One way to reduce environmental impact is to source a portion of food products from local
food producers (e.g., Ontario). Buying local food supports farmers, food processors and retailers,
which helps to strengthen the local economy. Buying local also helps to protect the environment
by reducing carbon emissions that result from packaging and transporting food from distant
locations.236
Many workplaces are also sourcing organic foods for their food service operations. There are
many reasons to purchase organic foods such as reducing exposure to pesticides and antibiotic-
resistant bacteria, concerns about animal welfare and genetically modified foods and the effects
of conventional farming methods on the environment.237-240 Organic foods are not necessarily
nutritionally superior to foods grown using conventional farming methods as commonly
believed.240-242 However, purchasing locally produced organic food, in season, can help to reduce
environmental impacts related to food production.
Employees come from many cultural backgrounds (e.g., ethnicity, country of origin, religion,
etc.). Many cultures have traditions that involve specific food practices (e.g., Halal, Kosher,
vegetarianism, etc.). In order to be culturally inclusive, workplaces should provide culturally
appropriate foods that reflect the cultural diversity in their workplace.

B. Catered Meetings/Special Events
Definition of Success: Workplace meetings and events demonstrate a commitment to employee health and well-
being by incorporating healthy eating and supporting environmentally friendly initiatives.
If food is offered to employees above and beyond what they normally consume in a workday, it
may contribute to excess caloric consumption and poor diet quality, especially if foods offered are
“Foods to Limit”.220,221 Food presented during meetings may also make it more difficult for employees
to concentrate on working.65
Table 4: Essential Element 4: Access To Healthy, Reasonably Priced,

Culturally Appropriate Food
A. Retail Settings
Food sold in cafeterias, tuck shops, canteens and vending machines comply with the Nutrition Standards for
Workplaces© and healthy food is competitively priced and promoted. In all settings, food must reflect cultural
diversity in the workplace.
Employers Employers work with food service providers to create healthy workplace
cafeteria/tuck shop/café/vending machines to:
• Emphasize food and beverages from the “Maximum Nutritional Value” and
“Sell/Offer Most” categories (i.e., include at least 80% of choices from the
“Maximum Nutritional Value” and “Sell/Offer Most” categories).
• Plan meals that include at least three of the four Food Groups from
Canada’s Food Guide.
• Offer food and beverages that consider diverse dietary needs, including
traditional dietary practices and special dietary needs (e.g., allergies and
medical conditions).
• Offer Ontario grown and produced food when available and practical.
Purchase food locally where possible (e.g., local farmers’ markets, local
grocery stores).243
• Use pricing, product placement and promotional strategies to market and
encourage the selection of the healthiest choices in workplace cafeteria/tuck
shop/café/vending machines.
Food • Offer products that meet the criteria for “Maximum Nutritional Value” and
Distributors “Sell/Offer Most” as standard formulary items available to food service
operators.
• Offer products that meet the criteria for “Maximum Nutritional Value” and
“Sell/Offer Most” for the same or lower price than other comparable food
items that do not meet these criteria.
Group Benefits • Provide a financial incentive to workplaces (i.e., premium incentives) who
Insurance implement the Nutrition Standards for Workplaces© in retail settings.
Companies

B. Catered Meetings/Special Events
Workplace meetings and events demonstrate a commitment to employee health and well-being by incorporating
healthy eating and supporting environmentally friendly initiatives.
Employers • Avoid serving food during meetings when it is not required (e.g., when
the meeting occurs mid-morning or mid-afternoon and does not extend
through a meal period).
• Have facilities for employees to wash their hands before eating.
• If food and beverages are served at meetings, events, catered lunches, or
celebrations, emphasize food from the “Maximum Nutritional Value” and
“Sell/Offer Most” categories (i.e., 80% of food should come from these
two categories), order appropriate portion sizes to prevent leftovers and
food waste and remove leftover food promptly after the meal is finished to
minimize food safety risks.
Food Service • Make alterations to current offerings by making foods in the “Maximum
Operators Nutritional Value” category available to workplaces.
• Identify items that meet the criteria for “Maximum Nutritional Value” and
“Sell/Offer Most” to make it easier for workplaces that are purchasing food
and beverages for their employees.
• Make ingredient lists available and indicate possible allergens whenever
possible.
Group Benefits • Provide a financial incentive to workplaces (i.e., premium incentives) who
Insurance implement the Nutrition Standards for Workplaces© during workplace meetings
Companies and events.
Public Health
• Provide consultation and support to workplaces implementing the Nutrition Standards for
Workplaces©.
• Provide examples of different models for food provision (e.g., salad bar program or contracts
with local farmers).
• Support workplaces in creating and negotiating food service requests for proposal.
• Work with local food service operators and food distributors to identify foods that fit into
“Maximum Nutritional Value” and “Sell/Offer Most” categories.

Essential Element 5: Credible Nutrition Education and Support for
Employees and Their Families
Providing credible nutrition education for employees and their families may increase the
chances that individuals make healthy choices inside and outside of the workplace. This
element can be achieved by providing a) education for employees, b) and their families, as
well as c) enhancing workplace social support.
It is important to provide employees and their families with credible nutrition information.
Therefore it is recommended that nutrition information has been developed by a Registered
Dietitian (RD). RDs are uniquely trained, regulated food and nutrition experts. All RDs in Ontario
are members of The College of Dietitians of Ontario. The College exists to regulate and support
all RDs in the interest of the public of Ontario. The Registered Dietitian’s Code of Ethics,
Professional Misconduct Regulation, competency statements and standards of practice establish
a level of practice that ensures patient safety and prohibits RDs from undertaking activities for
which they are not qualified.
A. Education for Employees

Definition of Success: Nutrition information and educational opportunities are provided to employees on a
regular basis, using a variety of activities.
Ongoing nutrition education and support can help employees to improve their food literacy i.e.,
“the ability to make healthy food choices by having the skills and knowledge necessary to buy, grow and cook food,
with implications for improving health”.244 Awareness raising efforts such as emails, websites, posters
and pamphlets can be used to generate interest in nutrition related topics. Behavioural health
promotion programs have been successful in promoting short term improvements in dietary
intakes (e.g., a 14 week program).32 Several types of programs have been used including individual
counselling, group programs, and technology based programs (e.g., internet and smart phone
based applications).32,179,228,245-247
Skill building activities can give employees the skills to make healthier food choices such as label
reading, self-monitoring food intake (e.g., food journals or smart phone applications), setting
goals, meal planning, food budgeting, cooking skills and gardening skills. Educating employees
on the external influences of eating habits such as environmental cues can build support for
implementing the Nutrition Standards for Workplaces.©41,195,198,200,205,207,248
Workplaces should avoid education efforts that may be detrimental to employee health. For
example, there has been an emphasis on encouraging individuals to lose weight in order to
decrease risks associated with obesity. The promotion of weight loss is questionable as weight loss
is difficult to achieve. People typically lose weight in treatment programs but they usually regain
some if not all of the weight within one year.141,249 Only 5-20% of individuals who lose weight
are successful in maintaining their weight loss.92,141,250,251 Four hundred randomized clinical control
trials have shown the average amount of maintained weight loss is only 1.0 kg to 6.8 kg (2.2 to
15 pounds) after 5 years.249,251-254 Similarly, workplace based trials report a sustained weight loss
of only about 1 kg (2.8 pounds) one year post intervention.255 Even surgical interventions have
had limited success in achieving long term weight loss.251,256 However, weight loss does not always
result in better health outcomes and in some cases may increase health risks.257,258 Emphasizing
weight may also lead to poor body image and dissatisfaction, which can lead to unhealthy weight
loss behaviours, poor mental health and social isolation (e.g., avoiding situations such as social
events with food).259 Therefore, workplaces are encouraged to promote healthy behaviours
(i.e., healthy eating) rather than weight loss.

B. Education for Families
Definition of Success: The workplace encourages and supports employees’ families to participate in nutrition
information and educational opportunities.
It is in the best interest of organizations to promote health for employees and their families.
Employees themselves may not be primarily responsible for household shopping and food
preparation. Therefore, it may be helpful to provide education to family members so they have
the required knowledge and skills to provide a healthy nutrition environment at home. In addition,
social support from family members is a key factor for promoting and sustaining individual health
behaviour change.136,179,260 Focusing wellness efforts on employees and their families may also help
to reduce health related costs of family members as well as employees.261
C. Workplace Social Support

Definition of Success: Employees have access to an ongoing peer support program that encourages healthy
eating.
Peer support groups allow individuals to share similar lived experiences, and individuals in group
programs often provide advice and encouragement to one another.262-265 Attending an ongoing
peer support group may help motivate employees to meet some of their personal healthy eating
goals.262,264,265
Workplaces can organize ongoing informal or formal peer support groups where employees
discuss interests (e.g., healthy cooking) or personal goals (e.g., eating more vegetables and fruit) or
their experiences living with health conditions (e.g., diabetes, heart disease).

Table 5: Essential Element 5: Credible Nutrition Education and Support

for Employees and Their Families
A. Education for Employees
Nutrition information and educational opportunities are provided to employees on a regular basis, using a variety
of activities.
Employers • Offer awareness raising activities to increase employees’ knowledge about
healthy eating (e.g., to understand what changes need to be made and why
changes are needed).
• Provide skill building opportunities to support employees in building their
skills for healthy eating.
• When offered, nutrition information and educational opportunities should:
be accessible to all employees, based on credible nutrition information and
when applicable, engage community health promotion partners.
Group Benefits • Provide financial incentives to companies that offer nutrition education for
Insurance employees as part of a comprehensive approach to promote healthy eating.
Companies
B. Education for Families
The workplace encourages and supports employees’ families to participate in nutrition information and
educational opportunities.
Employers • Inform employees’ families of the educational opportunities and encourage
them to attend.
Group Benefits • Provide financial incentives to companies that offer nutrition education
Insurance for employees’ family members as part of a comprehensive approach to
Companies promote healthy eating.
C. Workplace Social Support
Employees have access to an ongoing peer support program that encourages healthy eating.
Employers • Ensure programs incorporate health promotion elements that help
individuals succeed in healthy behaviour changes.
• Evaluate nutrition promotion programs to determine effectiveness.
Public Health
• Develop tools and resources to assist workplaces in providing nutrition education (e.g., promote
the benefits of healthy eating without focusing on weight).
• Provide education to employees and their families.
• Provide guidance to support workplaces in designing and evaluating healthy eating strategies that
support behaviour change.

Essential Element 6: Nutrition Education for Key Decision Makers and
Intermediaries Provided by a Registered Dietitian
Providing education from a Registered Dietitian ensures that workplace stakeholders
have credible information on which to base informed decisions. This element can be
achieved by providing education to managers, employees, union representatives, cafeteria
operators, wellness providers and other relevant workplace stakeholders.
Education for Key Decision Makers and Intermediaries

Definition of Success: Nutrition information and educational opportunities (e.g., train-the-trainer) are
offered to workplace intermediaries involved in workplace health from a Registered Dietitian.
Workplace decision makers stakeholders and health intermediaries often make decisions that will
have an impact on the overall health of the employee population.
Good decisions are based on accurate information. Before taking action to promote healthy
eating, workplaces should consult a Registered Dietitian to offer credible nutrition information
and educational opportunities (e.g., train-the-trainer) to influential workplace groups.
Table 6: Essential Element 6: Nutrition Education for Key Decision

Makers and Intermediaries Provided by a Registered Dietitian
Nutrition Education for Key Decision Makers and Intermediaries Provided by a
Registered Dietitian
Nutrition information and educational opportunities (e.g., train-the-trainer) are offered to workplace
intermediaries involved in workplace health from a Registered Dietitian.
Employers • Consult with Registered Dietitians to plan, develop, implement and evaluate
healthy eating projects (e.g., to support development of a healthy eating
event).
• Arrange for training of occupational heath and safety staff and employees
on the wellness committee by a Registered Dietitian (e.g., public health).
Public Health
• Provide consultation and make recommendations to workplaces regarding nutrition
programming by a Registered Dietitian.
Essential Element 7: Access to Dietetic Services

Individuals with chronic diseases or risk factors for chronic disease are better able to
manage their conditions after consultation with a Registered Dietitian. This element can
be achieved by providing employees with access to a Registered Dietitian.
Access to Dietetic Services

Definition of Success: Registered Dietitian services are available for employees with chronic disease or other
co-morbid conditions (e.g., high cholesterol, high blood pressure, diabetes, obesity, etc.).

Registered Dietitians offer services such as nutrition assessments, diet modification and
counselling to help individuals achieve nutrition goals.266 Dietitians can assist employees in
establishing meals plans, as well as provide education and guidance to individuals and groups on
a number of nutrition related health conditions. Currently, there is good evidence that intensive
dietitian counselling for adults with certain conditions can improve nutrition related risks,
especially when combined with physical activity.255,266 However, nutrition counselling is not as
effective at promoting healthy eating among adults without identified nutrition risks.266
Many insurance plans cover the services of a Registered Dietitian; however, coverage and amounts
payable differ between plans.
Table 7: Essential Element 7: Access to Dietetic Services

Access to Dietetic Services
Registered Dietitian services are available for employees with chronic disease or other co-morbid conditions (e.g.,
high cholesterol, high blood pressure, diabetes, obesity etc.).
Employers • Ensure that employee health benefits include access to the services of
a Registered Dietitian for high risk employees (i.e., someone who has a
chronic condition and is more motivated to change).
Group Benefits • Include access to dietetic services on all workplace insurance policies as part
Insurance of a comprehensive approach to promote healthy eating.
Providers
Public Health
• Advocate for workplaces to identify employee interest in accessing the services of a Registered
Dietitian (e.g., workplace survey).
• Provide workplaces with tools for requesting dietetic services from their group benefits
insurance provider.
Essential Element 8: Safe Food Practices and Accommodation of Special

Dietary Needs
Workplaces can reduce health risks related to foodborne illness and food allergies.
This element can be achieved by a) adhering to food safety regulations, b) providing
food handlers with Food Safety Training and c) ensuring that special dietary needs are
accommodated.
A. Adherence to Food Safety Regulations

Definition of Success: The workplace adheres to food safety regulations.
Foodborne illness (also known as ‘food poisoning’) occurs when a person gets sick from
consuming food that has been contaminated with a harmful micro-organism such as bacteria,
parasites or viruses. There are approximately 11 to 13 million cases of food related illness in
Canada every year.267

Employees have the right to assume that the food they purchase from a workplace is safe and
suitable for consumption. Foodborne illness is unpleasant at best and at worst, can be fatal.
Furthermore, outbreaks of foodborne illness can result in absenteeism, unemployment and
litigation. Therefore, it is imperative that organizations adhere to Public Health safety standards
and adopt safe practices in the areas of storage, preparation and retail food services.
B. Food Handler Certification

Definition of Success: In retail settings, at least one full time certified safe food handler is on site.
Food service operators with at least one full-time staff completing food safety training tend
to have better food safety inspection scores compared to operators with no certified staff
members.268
C. Accommodating Special Dietary Needs

Definition of Success: The workplace supports special dietary needs.
It is estimated that as many as 1.2 million Canadians may be affected by life threatening food
allergies.269 Food allergies can affect people of all ages. The food allergens most commonly
associated with severe allergic reactions include: peanuts, tree nuts, sesame, soy, seafood, wheat,
eggs, milk, mustard and sulphites.270 Additionally, employees may have special dietary needs
relating to traditional cultural food practices or due to medical conditions (e.g., celiac disease, high
blood pressure, etc.).
The workplace should ensure that individuals with food allergies and special dietary needs
have enough information to determine if food contains an allergen or ingredients that are not
compliant with their special dietary needs. When food is provided to employees (e.g., meetings and
events) they should have the opportunity to identify any allergies or special dietary needs before
food is ordered.
Table 8: Essential Element 8: Safe Food Practices and Accommodation of

Special Dietary Needs
A. Adherence To Food Safety Regulations
The workplace adheres to food safety regulations.
Employers • Ensure all on-site food premises and external caterers that serve the
workplace are registered with and regularly inspected by the local public
health department/unit and are in compliance with Regulation 562, “Food
Premises,” as amended under the Health Protection and Promotion Act
http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_900562_e.
htm
Food Service • Ensure all food and beverages are prepared, served and stored in
Operators accordance with Regulation 562 as amended under the Health Protection
and Promotion Act.

B. Food Handler Certification
In retail settings at least one full time certified safe food handler is on site.
Employers • Ensure that the food service provider has at least one staff member with
a current, safe food handling certificate approved by local board of health
or public health department/unit (e.g., included as a condition in service
contracts).
Food Service • Explore options for training and offer employees opportunities to obtain
Operators safe food handler certification.
C. Accommodating Special Dietary Needs
The workplace supports special dietary needs.
Employers • Collaborate with public health to develop and enforce policies regarding
allergy safe environments.
• Ensure that when food is provided, employees have an opportunity to
identify their specific dietary needs (e.g., traditional dietary practices,
allergies, medical conditions, etc.).
• Ensure that ingredient lists of all food sold or offered are available and
accessible to employees in venues where food is sold.
Food Service • Identify ingredients, allergens or other special dietary criteria (e.g.,
Operators vegetarian).
Public Health
• Ensure all food premises are in compliance with Regulation 562.

• Provide consultation and training for food service personnel on allergy safe and safe food
handling practices.
• Provide support and guidance for development of policies regarding food allergies and food
safety.

Essential Element 9: Nutrition Policies that Encourage Healthy Eating
Implementing a nutrition policy demonstrates commitment to healthy eating and creates
an enforceable set of expectations for management and employees. This element can be
achieved by creating a comprehensive workplace nutrition policy.
Workplace Nutrition Policy

Definition of Success: A written nutrition policy supports each of the essential elements of a Healthy
Workplace Nutrition Environment.
Policies serve to guide action on an issue by specifying expectations and regulations to achieve a
particular outcome.271 A workplace nutrition policy is a formal position taken by the workplace
that addresses the nine essential elements of a Healthy Workplace Nutrition Environment.
Policies differ from guidelines in that a policy has consequences for non-compliance, whereas,
guidelines are not a formal position.
Workplace wellness policies demonstrate an organization’s commitment to employees’ health and

well-being. Studies have shown that healthy nutrition policies, such as those limiting the sale of
sugar sweetened beverages or artificial trans fat, can significantly improve the food consumption
patterns of consumers.272-275
The development, dissemination and maintenance of a workplace nutrition policy are

fundamental in creating a Healthy Workplace Nutrition Environment. It is important that the
policy reflect a comprehensive approach by supporting each of the essential elements of a Healthy
Workplace Nutrition Environment. Once implemented, nutrition policies can offer consistent and
accurate nutrition information, increase the availability of healthy food and support employees in
making healthy choices.

Table 9: Essential Element 9: Nutrition Policies that Encourage Healthy

Eating
Workplace Nutrition Policy
A written nutrition policy supports each of the essential elements of a Healthy Workplace Nutrition
Environment.
Employers • Develop a written nutrition policy that supports each of the other eight
essential elements of a Healthy Workplace Nutrition Environment,
including:
1. Organizational commitment to a positive healthy eating culture.
2. Supportive social eating environment.
3. Supportive physical eating environment.
4. Access to healthy, reasonably priced, culturally appropriate food.
5. Credible nutrition education and social support for employees and their
families.
6. Nutrition education for key decision makers and intermediaries provided by
a Registered Dietitian.
7. Access to services from a Registered Dietitian.
8. Safe food practices and accommodation of special dietary needs.
Group Benefits • Provide financial incentives to workplaces that implement comprehensive
Insurance nutrition policies.
Providers
Provincial • Facilitate collaboration between The Ministry of Health and Long-Term
Government Care and The Ministry of Labour to address critical nutrition issues in
workplaces.
• Adopt the Call to Action: Creating a Healthy Workplace Nutrition Environment as a
basis for developing and implementing workplace nutrition policies that will
reflect the recommended Nutrition Standards for Workplaces©.
• Mandate that workplaces implement nutrition policies that foster a Healthy
Workplace Nutrition Environment as defined in the Call to Action: Creating a
Public Health
• Use the Call to Action: Creating a Healthy Workplace Nutrition Environment to advocate for local and
provincial government leadership on issues related to nutrition in the workplace.
• Use the Call to Action: Creating a Healthy Workplace Nutrition Environment to make workplaces aware
of the importance and benefits of creating a Healthy Workplace Nutrition Environment.
• Allocate appropriate resources such as consultation and training to support workplaces to
develop and implement nutrition policies.
• Work with management representatives and workplace wellness committees to develop,
implement and evaluate workplace nutrition policies.
• Share initiatives within public health regions and collaborate to develop provincial resources and
keep messages consistent.

6.0 CONCLUSION
6.0 Conclusion
It is difficult for individuals to make long term healthy food choices in the current nutrition
environment. A comprehensive approach is needed in workplaces to support healthy individual
behaviours and to address factors that negatively influence food intake.
Historically, workplaces have taken responsibility for removing environmental safety hazards
with the goal to reduce work related injury, illness and disability.3 However, the onus has been
on employees to maintain a healthy diet in food environments that promote poor eating habits.41
Most healthy workplace eating interventions focus on changing individual eating habits without
making improvements to the food environment. Environmental interventions that do exist
often stop at ensuring that some healthy choices are available, without addressing the multiple
opportunities to consume “Foods to Limit” throughout the workday.
A supportive environment goes beyond simply making healthier choices available to employees.
In a truly supportive environment, the onus is not solely placed on employees to consistently
resist an unhealthy food environment. Improving the nutritional quality of the food environment
appears to be a prudent and necessary approach to increase the quality of dietary intakes.65,70,83,99,197
Consequently, the types and amounts of food available, and when and where food is offered to
people in their work environments should be carefully considered. By limiting the food choices
in the workplace to healthier foods, employers are helping to ensure that the healthy choice is the
easy choice for their employees.

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fat ban: Improving the default option
when purchasing foods prepared outside

8.0 APPENDIX A: NUTRITION ©
STANDARDS FOR WORKPLACES
8.0 Appendix A: Nutrition Standards for Workplaces©

The Nutrition Standards for Workplaces© were adapted with permission from materials produced
by the Ontario Society of Nutrition Professionals in Public Health School Nutrition
Workgroup. They were revised by the members (Registered Dietitians) of the Ontario Society
of Nutrition Professionals in Public Health Workplace Nutrition Advisory Group.
This resource may be reproduced in its entirety, on the condition that full credit is given to
the Ontario Society of Nutrition Professionals in Public Health.
Nutrition Standards for Workplaces© 2012

8.0 APPENDIX A: NUTRITION©
Nutrition Standards for Workplaces©

The Nutrition Standards for Workplaces© are intended to be used as part of a comprehensive
health promotion approach to create a healthy eating environment in workplaces. The
Nutrition Standards for Workplaces© can apply whenever food and beverages are offered or sold
in the workplace. The Nutrition Standards for Workplaces© are not intended to apply to food and
beverages brought in for individual consumption (e.g., packed lunches).
Rationale for the Nutrition Standards for Workplaces©
The Nutrition Standards for Workplaces© are adapted from the nutrition standards for Nutrition
Tools for Schools© by the Ontario Society of Nutrition Professionals in Public Health, October
2010 v2. The rationale for adapting these standards is as follows:
• User friendly nutrition standards. Translating evidence-based nutrition standards such as

those recommendations in Canada’s Food Guide1 allows workplaces to assess the nutritional
value of available ingredients and food products to ensure that healthier products are offered
and sold to employees.
• Consistent messages about healthy eating. Having one set of nutrition standards across
the province for many settings including schools and workplaces, creates a consistent message
about healthy eating. This will make it easier for workplaces, food service operators and food
distributors to identify products that will contribute to good health.
• Improved availability of healthier food products. As multiple settings use the same
nutrition standards the demand for affordable healthier food products can be expected to
grow which will ultimately have a positive effect on the food supply.
• Creating opportunities for food service operators. Nutrition Standards for Workplaces© may
create an opportunity for food service operators to develop healthier food offerings for
workplace clients interested in serving healthier fare at meetings and events.
Applying the Nutrition Standards for Workplaces©

Workplaces can assess their current food and beverage offerings and set goals to create a
supportive healthy eating environment. Read the Nutrition Facts Table and the ingredients
list on the food label and compare this information with the nutrition criteria in the Nutrition
Standards for Workplaces© to determine if a food item should be offered in your workplace.
The information on a Nutrition Facts table is based on a serving size. If the package size is
different from the serving size, the nutrition criteria must be calculated in proportion to the
package size to determine whether the package fits into the “Maximum Nutritional Value”,
“Sell/Offer Most”, “Sell/Offer Less” or “Not Recommended” category (e.g., if the serving size
on the Nutrition Facts table is 250 ml, but the package size is 500 ml, multiply the nutrition
criteria by 2 to determine the appropriate category for the 500 ml package size).
Choose food and beverages with “Maximum Nutritional Value” most often. In some cases,
this may be difficult due to limited product availability. In situations where providing
only food and beverages with “Maximum Nutrition Value” is challenging, choose food and
beverages from the “Sell/Offer Most” category. It is recommended that the majority of the

products offered or sold to employees are from the “Maximum Nutrition Value” and “Sell/
Offer Most” categories (e.g., 80%). Workplaces can work towards limiting the amount of food
and beverages from the “Sell/Offer Less” category (e.g., 20% or less) and avoiding food and
beverages that fall in the “Not Recommended” category.
The Nutrition Standards for Workplaces© identify food and beverages that are “Not Recommended”
in order to support employees in eating less “Foods to Limit” as identified by Canada’s Food
Guide.2 “Foods to Limit” are food and beverages that are higher in fat, sugar, salt or calories.
Some examples are chips, chocolate, baked goods, cookies and sugar sweetened beverages.
Consuming “Foods to Limit” on a regular basis means that nutritious foods are displaced from
the diet or individuals are eating too many foods high in calories, salt, sugar or fat. This can
contribute to the development of chronic disease.
Definition of Nutrition Categories

The Nutrition Standards for Workplaces© have four categories: “Maximum Nutritional Value”,
“Sell/Offer Most”, “Sell/Offer Less” and “Not Recommended”. All food and beverages offered and
sold in the workplace fit into one of these four categories.
Maximum Nutritional Value

Food and beverages in this category are the healthiest options. “Maximum Nutritional Value”
food and beverages are: part of the four Food Groups in Canada’s Food Guide2, higher in
essential nutrients (e.g., iron, vitamin D, calcium, vitamin C, vitamin A, protein), higher in
fibre, lower in unhealthy fats (e.g., saturated and trans fats) and usually contain little or no
added sodium or sugar.
Sell/Offer Most
Food and beverages in this category are healthier options that generally have higher levels of
essential nutrients and lower amounts of fat, sugar and/or sodium.
It is recommended that the majority of food and beverages come from the “Maximum
Nutritional Value” and “Sell/Offer Most” categories, with an emphasis on food and beverages
from the “Maximum Nutritional Value” category. For example, at least 80% of food and
beverages offered and sold to employees should come from the “Maximum Nutritional Value”
and “Sell/Offer Most” categories.
Sell/Offer Less
Food and beverages in this category may have slightly higher amounts of fat, sugar and/or
sodium than products in the “Sell/Offer Most” category.
It is recommended that workplaces limit food and beverages from this category. For example,
food and beverages from the “Sell/Offer Less” category should make up 20% or less of food
and beverages offered or sold to employees.
Not Recommended
Food and beverages in this category generally contain few or no essential nutrients and/or
contain high amounts of fat, sugar and/or sodium (e.g., deep-fried and other fried foods and
confectionary). Additionally, food and beverages that do not meet the Trans Fat Standard fall
into this category.
It is recommended that workplaces avoid offering or selling food and beverages from this
category to employees.
Rationale for Trans fat, Sugar Substitutes, Sodium and Caffeine
Trans Fat
Some trans fat is naturally present in food and beverages such as dairy products, beef and
lamb, but most of the trans fats Canadians consume are industrially produced when vegetable
oils are partially hydrogenated.2 Industrially produced trans fats are commonly found in pre-
packaged foods, baked goods and deep-fried foods.
Eating industrially produced trans fats increases the risk of cardiovascular disease.2-5 The
World Health Organization recommends individuals limit trans fat intakes to less than two
grams per day (e.g., 1% of total energy intake).2,6
Sugar Substitutes
Health Canada has approved the use of some sugar substitutes as a food additive. Sugar
substitutes include artificial sweeteners and intense sweeteners obtained from natural sources
such as: acesulfame-potassium, polydextrose, sucralose, thaumatin and sugar alcohols (e.g.,
sorbitol, isomalt, lactitol, maltitol, mannitol and xylitol). To learn more about which sugar
substitutes are approved for use in Canada, visit the Health Canada website http://www.hc-
sc.gc.ca/index-eng.php.
In the Nutrition Standards for Workplaces©, food and beverages that provide maximum
nutritional value and include sugar substitutes are categorized as “Maximum Nutritional Value”
(e.g., yogurt). Food and beverages that provide minimum nutritional value and include sugar
substitutes are categorized as “Sell/Offer Less” (e.g., soft drinks, iced teas, flavoured coffee
drinks and flavoured water).
Sodium (Salt)
The National Sodium Reduction Strategy for Canada released by the Sodium Working Group
advocates for lower sodium levels in the Canadian food supply, due to the serious health
effects attributed to high sodium intakes in the population. On average, Canadians consume
approximately 3500 mg of sodium (roughly 1½ tsp of salt) per day.7 This is well above the
recommended adequate intake range of 1200 – 1500 mg (about ½ tsp of salt) of sodium per
day.8 As such, the Nutrition Standards for Workplaces© use the 2010 Heart and Stroke Foundation
of Canada sodium targets for determining “Maximum Nutritional Value”.
Caffeine
In a healthy adult population, caffeine consumption below 400 mg per day is not associated
with adverse effects such as general toxicity (e.g., muscle tremors, nausea, irritability),
cardiovascular effects (e.g., heart rate, cholesterol, blood pressure), effects on calcium balance
and bone health (e.g., bone density, risk of fractures), behavioural effects (e.g., anxiety, mood
changes), increased incidence of cancer or effects on male fertility.9,10 Because of increased
risks during pregnancy, women in their child-bearing years are encouraged to consume no
more than 300 mg per day (a little over two 8-oz or 237 ml cups of coffee).9,10 One study on
adults in Ontario, found an average caffeine consumption of 324-426 mg per day for men
and 288-322 mg per day for women.11,12 In 2004, 20% of men and 15% of women aged 31-70
years exceeded the recommended maximum intake of caffeine at 400 mg/day.12

Caffeine can be found in beverages such as coffee, tea, chocolate drinks, soft drinks as well
as in chocolate bars and some cold and headache medications.10,11 Caffeine is also found in
energy drinks, and other consumable products such as: sprays, gums, strips, candies and shots.
Some energy drinks contain about as much caffeine per serving as an 8-oz cup of brewed
coffee, while others contain higher amounts.10 Side effects like rapid heart beat and increases
in blood pressure have been reported with energy drink use, which may be risky for
individuals with underlying heart problems.13 Long term safety of energy drinks has not been
established; therefore, these drinks are not recommended.13
Rationale for Energy Bars, Protein Bars and Meal Replacements

Energy and protein bars were developed for athletes (e.g., marathon runners). Many bars
on the market may emphasize the protein content or their energy-boosting effect on the
packaging, in product literature or on the manufacturer’s website. Energy bars may have a
higher proportion of carbohydrates than traditional snack bars or have a certain balance of
carbohydrates, fat and protein. Protein bars offer higher amounts of protein than traditional
grain or fruit based snack bars.
A meal replacement means “a formulated food that, by itself, can replace one or more daily meals”.
The Food and Drug Regulations in Canada specify foods that can use the term “meal
replacement” on the label. For more information on meal replacements visit the Department
of Justice website http://laws-lois.justice.gc.ca/eng/acts/F-27/.
Energy bars, protein bars and meal replacements are unlikely to provide any benefit to
employees as nutrition needs can be met by eating a well balanced diet with a variety of
nutrient-rich foods; therefore, they are not recommended.14-16
For a detailed rationale on all criteria in the Nutrition Standards for Workplaces©, contact
your Public Health Agency.
Food Preparation
Food should always be prepared in a healthy way – that is, using cooking methods that
require little or no added fat or sodium, such as baking, barbequing, boiling, broiling, grilling,
microwaving, poaching, roasting, steaming or stir-frying.

Trans Fat Standard

The Nutrition Standards for Workplaces uses the limits set by the School Nutrition Workgroup
for trans fat in food and beverages sold and offered in workplaces from the recommendations
in the Trans Fat Task Force report, TRANSforming the Food Supply. These also align with the
Ontario Ministry of Education’s Trans Fat Standards under the Education Act.
All products must be consistent with the Trans Fat Standard; with the exception of meat
and milk products (e.g., milk, yogurt, fresh or frozen meats) in which trans fat is naturally
occurring and the ingredient list does not list hydrogenated fats/oils.17
1. The trans fat content of a vegetable oil or soft, spreadable margarine offered for sale or used
as an ingredient in the preparation of a food or beverage offered or sold in the workplace,
does not exceed 2% of the total fat content.
2. The trans fat content of any food, beverage or ingredient, other than vegetable oil or soft,
spreadable margarine, offered or sold in the workplace, or used as an ingredient in the
preparation of a food or beverages offered or sold, does not exceed 5% of the total fat
content.
How to calculate how much trans fat is in a product
1. Look at the Nutrition Facts Table. Identify the amount of trans fat and total fat in grams (g)
2. Divide the amount of trans fat (g) by the amount of total fat (g) and multiply by 100
[Trans Fat (g) / Total Fat (g) x 100 = % of total fat from trans fat]
For example:
0.1 g (Trans Fat) / 2 g (Total Fat) x 100 = 5% from trans fat
This product would meet the Trans Fat Standard for food, beverages or ingredients (other
than vegetable oil or margarine)
Steps to Categorizing Food and Beverages
To determine which category a specific food or beverage fits into, follow these steps:
1. Compare the total fat and trans fats amounts (in grams) on the product’s Nutrition Facts
table with the Trans Fat Standard. If the product does not meet the Trans Fat Standard, it is
“Not Recommended”.
2. Identify the group and sub-group in the nutrition standards that the product fits into.
3. Compare the relevant information on the product’s Nutrition Facts table and ingredients
list with the nutrition criteria in the standards. The product will fit into one of the following
categories: “Maximum Nutritional Value”, “Sell/Offer Most”, “Sell/Offer Less”, “Not Recommended”.

Vegetables and Fruit
Maximum Nutritional Value Sell/Offer Most Sell/Offer Less Not Recommended
(Choose Most Often)
Nutrition Criteria Nutrition Criteria Nutrition Criteria Nutrition Criteria

Fresh, Frozen, Vegetable or fruit (or water) is Vegetable or fruit (or water) Vegetable or fruit (or Sugar* is the first item on the
Canned and the first item on the ingredient is the first item on the water) is the first item on ingredient list
Dried Vegetables list ingredient list the ingredient list
and Fruit
and Fat: ≤ 3g and Fat: ≤ 3g and Fat: ≤ 5g or Fat: > 5g
and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
and Sodium: ≤ 240mg and Sodium: ≤ 360mg and Sodium: ≤ 480mg or Sodium: > 480mg
and No added sugar*
Examples: Examples: Examples:
Examples:
• Fresh or frozen • Some dried fruit and • Vegetable and fruit products
• Canned fruit packed in vegetables with little or 100% fruit leathers prepared with higher amounts of
water or in 100% juice no added salt • Lightly seasoned or fat, sugar and/or salt, including
• Dried Fruit, 100% fruit • Fresh or frozen fruit sauced vegetables and deep-fried vegetables
leathers** with no added with no added sugar fruit • Some packaged frozen and deep-

sugar • Canned vegetables • Some prepared mixed fried potato products, including
• Canned vegetables with • Canned fruit packed in vegetables hash browns and French fries
no added sugar juice or light syrup • Some fruit snacks made with juice
• Some low-fat frozen (e.g., gummies, fruit rolls)
potato products,
including French fries

• Some dried fruit and

100% fruit leathers**
* Look for other words for sugar, such as glucose, fructose, sucrose, dextrose, dextrin, corn syrup, maple syrup, cane sugar, honey and concentrated
fruit juice. Sugar substitutes are permitted.
** Food high in sugars and starches (natural or added) can leave particles clinging to the teeth and put dental health at risk. Vegetables and fruit
choices of particular concern include fruit leathers, dried fruit and chips (potato or other). It is suggested that these foods be eaten only at meal times
and that foods that clear quickly from the mouth be eaten at snack times, such as fresh (raw or cooked), canned or frozen vegetables or fruit.
Vegetables and Fruit Continued...
(Choose Most Often)

Canned Tomatoes Fat: ≤ 3g Fat: ≤ 3g Fat: > 3g
and Tomato- and Sodium: ≤ 360mg and Sodium: ≤ 480mg or Sodium: > 480mg
Based Products
• No salt added whole, • Some whole, crushed • Whole, crushed or diced

crushed or diced tomatoes or diced tomatoes tomatoes that are higher in fat or
• Some pasta sauce sodium
• Pasta sauce that is higher in fat or
sodium
Vegetable and Note: Fat: ≤ 3g Fat: ≤ 5g Fat: > 5g
Fruit Chips and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
Canada’s Food Guide states and Sodium: ≤ 240 mg and Sodium: ≤ 480 mg or Sodium: > 480mg
that vegetable and fruit
chips do not belong in the Examples: Examples: Examples:
Vegetables and Fruit food
group. Therefore, there are • Some lower-fat, lower- • Some vegetable chips • Some vegetable chips that are
no Maximum Nutritional sodium vegetable chips (e.g., potato, carrot) higher in fat or sodium
Value nutrition criteria for this (e.g., potato, carrot) • Some fruit chips (e.g., • Some fruit chips that are higher in
category. • Some lower-fat, lower- banana, apple, pear) fat or sodium
sodium fruit chips (e.g.,
banana, apple, pear)

Grain Products
(Choose Most Often)

Bread Whole grain is the first item on Whole grain is the first item Saturated fat: ≤ 2g Saturated fat: > 2g
the ingredient list on the ingredient list and Sodium: ≤ 480mg or Sodium: > 480mg
and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g Examples: Examples:

and Sodium: ≤ 240mg and Sodium: ≤ 240mg
and Fibre: ≥ 2g and Fibre: ≥ 2g • White (enriched) • White breads that are higher in fat
breads including, or sodium
Examples: Examples: buns, bagels, English • Some cheese breads, scones and
muffins, rolls, biscuits
• Whole grain breads, • Whole grain breads, naan, pitas, tortillas,
including buns, bagels, including buns, bagels, chapattis, rotis,
English muffins, rolls, English muffins, rolls, bannock
naan, pitas, tortillas, naan, pitas, tortillas, • White (enriched)
chapattis, rotis, bannock chapattis, rotis, pizza dough
• Whole grain pizza dough bannock

and flatbread • Whole grain pizza
dough and flatbread
Pasta, Rice and Whole grain is the first item on Fat: ≤ 3g Fat: ≤ 5g Fat: > 5g
Other Grains the ingredient list and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
and Sodium: ≤ 240mg and Sodium: ≤ 480mg or Sodium: > 480mg
Fat: ≤ 3g
and Saturated fat: ≤ 2g Examples: Examples: Examples:

and Sodium: ≤ 240mgdium:
• Whole wheat or white • Some pasta, rice and • Some pasta, rice, and other grains
Examples: (enriched) pasta, other grains that are higher in fat, saturated fat
including couscous or sodium
• Whole grain, whole wheat • White, brown, and
pasta wild rice, rice noodles
• Whole grain brown rice and soba noodles
• Quinoa, bulgur, wheat • Quinoa, bulgur, wheat
berries, spelt and other berries, spelt and other
whole grains whole grains
Grain Products Continued...
(Choose Most Often)

Baked Goods Whole grain is the first item on Fat: ≤ 5g Fat: ≤ 10g Fat: > 10g
the ingredient list and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
and Fibre: ≥ 2g and Fibre: ≥ 2g or Fibre: < 2g
and Fat: ≤ 5g
and Sodium: ≤ 240mg
and Fibre: ≥ 2g • Some muffins, cookies, • Some muffins, • Most croissants, danishes, cakes,
grain-based bars cookies, grain-based doughnuts, pies, turnovers and
Examples: • Some whole grain bars, snacks pastries
waffles and pancakes • Some waffles and • Some cookies and squares
• Some whole grain muffins, pancakes
grain-based bars
Note: Assess sweet grain-based

products in this category
Grain-Based Whole grain is the first item on Fat: ≤ 3g Fat: ≤ 5g Fat: > 5g
Snacks the ingredient list and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
and Fat: ≤ 3g
and Sodium: ≤ 240mg
and Fibre: ≥ 2g • Some whole grain • Some crackers, • Crackers, pretzels and popcorn
crackers, pita chips and pretzels and popcorn higher in fat and sodium
Examples: flatbreads • Most corn chips and other snack
• Some packaged mixes
• Some whole grain crackers, crackers and popcorn
pita chips and flatbreads
Note: Assess savoury

grain-based products in this
category

Grain Products Continued...
(Choose Most Often)

Cereals Whole grain is the first item Whole grain is the first Whole grain is not the first item on
on the ingredient list item on the ingredient list the ingredient list
and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g

and Sodium: ≤ 240mg and Fibre: ≥ 2g or Fibre: < 2g
and Fibre: ≥ 4g
Examples: Examples:
Examples:
• Some breakfast cereals, • Some breakfast cereals
• Some whole grain including oatmeal,
breakfast cereals some granola and cold
cereals containing fibre

Milk and Alternatives
(Choose Most Often)

Yogurt/Kefir Fat: ≤ 3g and ≤ 2% M.F.* Fat: ≤ 3g Fat: > 3g
and Calcium: ≥ 15% DV** or ≤ 3.25% M.F. or > 3.25% M.F.*
and Vitamin D: ≥ 15% DV
Examples: Examples:
Examples:
• Plain and flavoured • Yogurt higher in fat, such as
• Some lower fat plain yogurt, yogurt tubes Balkan-style
yogurt or flavoured yogurt
with vitamin D
Cheese*** Fat: ≤ 20% M.F. Fat: ≤ 20% M.F. Sodium: ≤ 480 mg Sodium: > 480 mg
and Sodium: ≤ 360 mg and Sodium: ≤ 360 mg and Calcium: ≥ 15% DV or Calcium: < 15% DV
and Calcium: ≥ 15% DV and Calcium: ≥ 15% DV
Examples: Examples:
Examples:
• Most hard and soft, • Some processed cheese products
• Cheeses lower in fat non-processed cheese, • Most cream cheese
and sodium, including including cheddar,
part-skim mozzarella, mozzarella, brick,
light cheddar, some parmesan, some feta,
Swiss and ricotta Monterey jack, havarti
and gouda; cottage
cheese, cheese curds
and cheese strings
*M.F. = Milk Fat. The amount can be found on the front of the food label.
**DV = Daily Value
***Encourage a selection of lower-fat cheese options.

Milk and Alternatives Continued...
(Choose Most Often)

Milk-Based Fat: ≤ 5g Fat: > 5g
Desserts and Sodium: ≤ 360 mg or Sodium: > 360 mg
and Calcium: ≥ 5% DV or Calcium: < 5% DV
Examples: Examples:
• Some frozen yogurt, • Some puddings

puddings, custards, ice • Most frozen desserts high in fat
milk, gelato and sugar, including ice cream, ice
cream bar, ice cream cakes and ice
cream sandwiches

Meat and Alternatives
(Choose Most Often)

Fresh and Frozen Fat: ≤ 10g Fat: ≤ 10g Fat: ≤ 14g Fat: > 14 g
Meat and Sodium: ≤ 360mg and Sodium: ≤ 480mg and Sodium: ≤ 480mg or Sodium: > 480mg
Note: The Canadian Food Examples: Examples: Examples:

Inspection Agency classifies
bacon, wieners, pepperoni • Extra-lean ground • Lean ground meat • Meat that contains higher
and beef/turkey jerk products meat • Beef, goat, lamb, pork, amounts of fat or sodium,
as being ‘processed’ rather • Lean beef, goat, lamb, or poultry including chicken wings, bacon,
than fresh. Use the Nutrition pork, or poultry • Some breaded chicken pork and beef ribs
Criteria for Deli (Sandwich) • Some breaded chicken strips and nuggets • Some wieners
Meat to assess these products. strips and nuggets • Some meatballs • Most pepperoni sticks
• Some lean meatballs • Some hamburger • Most beef/turkey jerk products
• Some lean hamburger patties
patties
Deli - Sandwich Note: The World Cancer Fat: ≤ 5g Fat: ≤ 5g Fat: > 5g
Meat Research Fund Report – Food, and Sodium: ≤ 480mg and Sodium: ≤ 600mg or Sodium: > 600mg
Nutrition, Physical Activity,
and the Prevention of Cancer: Examples: Examples: Examples:
A Global Perspective, states
to avoid processed meats. • Some lean deli meat • Some lean deli meat • Deli meat higher in fat or sodium
‘Processed meat’ refers to
meat preserved by smoking,
curing or salting or the addition
of chemical preservatives,
including that contained in
processed foods. Therefore,
there are no “Maximum
Nutritional Value” nutrition
criteria for deli meat.

Meat and Alternatives Continued...
(Choose Most Often)

Fish* Fat: ≤ 8g Fat: ≤ 8g Fat: ≤ 12g Fat: > 12g
• Fresh, frozen or • Some frozen, breaded • Some breaded or battered fish

canned fish fish (e.g., fish sticks) higher in added fat or sodium
• Fresh, frozen or
canned fish
Eggs Fat: ≤ 7g Fat: ≤ 7g Fat: > 7g

Note: All fresh eggs offer

“Maximum Nutritional Value” if

cooked using a low-fat method
with no added salt (sodium).
*Certain types of fish may contain levels of mercury or PCBs that can be harmful to human health. Fish caught in local lakes and streams may have different
levels of mercury from those found in stores. Contact your local public health department or see Health Canada’s website for continually updated information
and a list of fish with low levels of mercury and PCBs, at http://www.hc-sc.gc.ca/fn-an/securit/chem-chim/environ/mercur/cons-adv-etud-eng.php.
(Choose Most Often)

Nuts, Protein Not coated with candy, Not coated with candy, Coated with candy, chocolate, sugar
Butters, and chocolate, sugar or yogurt chocolate, sugar or yogurt and/or yogurt
Seeds and Sodium: ≤ 140mg and Sodium: ≤ 480mg or Sodium: > 480mg
• Unsalted nuts and seeds • Nut, legume and seed • Coated nuts
• Unsalted trail mix with no butters, including • Some roasted and salted nuts
added sugar peanut, almond,
walnut, soy, sesame and
sunflower
• Nuts and seeds,
including almonds,
walnuts, peanuts,
sunflower seeds,
pumpkin seeds
(papitas)
• Some trail mix

(Choose Most Often)

Meat Alternatives Fat: ≤ 8g Fat: ≤ 8g Fat: > 8g
such as Tofu, and Sodium: ≤ 360mg and Sodium: ≤ 480mg or Sodium: > 480mg
Beans and Lentils and Protein: ≥ 10g and Protein: ≥ 10g or Protein: < 10g
Note: All plain, dried, canned Examples: Examples:

and frozen legumes and plain
tofu offer “Maximum Nutritional • Some vegetarian • Some vegetarian products high in
Value”; canned legumes burgers, simulated meat sodium
should be rinsed to reduce salt strips, veggie meatballs, • Some meat alternatives that are
(sodium). veggie ground round, higher in fat or sodium or lower
veggie wieners and in protein
sausages, tofu and
tempeh
• Beans and lentils

Mixed Dishes with a Nutrition Facts Table
Note: Mixed dishes are products that contain more than one major ingredient.

(Choose Most Often)

Entrées (e.g., Fat: ≤ 10g Fat: ≤ 10g Fat: ≤ 15g Fat: > 15g
frozen pizza, and Saturated fat: ≤ 5g and Saturated fat: ≤ 5g and Saturated fat: ≤ 7g or Saturated fat: > 7g
sandwiches, pasta, and Sodium: ≤ 720mg and Sodium: ≤ 960mg and Sodium: ≤ 960mg or Sodium: > 960mg
stir fry, hamburgers) and Fibre: ≥ 2g and Fibre: ≥ 2g and Fibre: ≥ 2g or Fibre: < 2g
and Protein: ≥ 10g and Protein: ≥ 10g and Protein: ≥ 7g or Protein: < 7g
Soups Fat: ≤ 3g Fat: ≤ 3g Fat: ≤ 5g Fat: > 5g

and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
and Fibre: ≥ 2g and Fibre: ≥ 2g
Side Dishes Fat: ≤ 5g Fat: ≤ 5g Fat: ≤ 7g Fat: > 7g

(e.g., grain and/or and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g and Saturated fat: ≤ 2g or Saturated fat: > 2g
vegetable salads) and Sodium: ≤ 240mg and Sodium: ≤ 360mg and Sodium: ≤ 360mg or Sodium: > 360mg
and Fibre: ≥ 2g and Fibre: ≥ 2g

Mixed Dishes without a Nutrition Facts Table
Note: For every ingredient used, refer to the nutrition criteria in this appendix for the appropriate food groups.

(Choose Most Often)

Entrées (e.g., All major ingredients* are All major ingredients are One or more ingredients Food prepared with any ingredients
frozen pizza, from the “Maximum Nutritional from the “Sell/Offer Most” are from the “Sell/Offer from the “Not Recommended” category.
sandwiches, pasta, Value” category. category. Less” category.
stir fry, hamburgers)
Soups All major ingredients are from All major ingredients are One or more ingredients Food prepared with any ingredients
the “Maximum Nutritional from the “Sell/Offer Most” are from the “Sell/Offer from the “Not Recommended” category.
Value” category. category. Less” category.
Side Dishes All major ingredients are from All major ingredients are One or more ingredients Food prepared with any ingredients

(e.g., grain and/or the “Maximum Nutritional from the “Sell/Offer Most” are from the “Sell/Offer from the “Not Recommended” category.
vegetable salads) Value” category. category. Less” category.
*A major ingredient is any product that is identified in one of the food groups set out in the nutrition standards – that is Vegetables and Fruit, Grain Products,
Milk and Alternatives and Meat and Alternatives. All pizza toppings are considered major ingredients.
Miscellaneous Items
Minor Ingredients
• The following are considered minor ingredients and are to be used in limited amounts, as defined
under “Serving Size”
• Choose products that are lower in fat and/or sodium
Ingredients Serving Size
Condiments and Spreads ≤ 15ml (1 tbsp)
Gravies and Sauces ≤ 60ml (4 tbsp)
Dips ≤ 30ml (2 tbsp)
Fats ≤ 5ml (1 tsp)
Oils and Dressings ≤ 15ml (1 tbsp)
Other (e.g., chocolate chips, coconut, olives, ≤ 15ml (1 tbsp)
parmesan cheese)
Not Recommended
Candy
Chocolate
*Energy Bars, Protein Bars and Meal Replacements
Licorice
**Gum with sugar
Gummies
Popsicles and freezies, if not prepared with 100% juice
*For a detailed rationale on Energy Bars, Protein Bars and Meal Replacements, please see page 54.
**Chewing sugar-free gum right after meals can help to prevent cavities. Gum containing citric acid
(e.g., fruit flavouring) may be less effective at preventing cavities and may promote dental erosion;
therefore, sugar-free cinnamon and mint flavours are recommended.18-21

Beverages
(Choose Most Often)

Water Plain Plain
Milk* and Fat: ≤ 2% M.F.** or ≤ 5g Fat: ≤ 2% M.F. or ≤ 5g Fat: > 2% M.F. or > 5g
Milk-Based and Sugar: ≤ 28g and Sugar: ≤ 28g or Sugar: > 28g
Beverages (Plain and Calcium: ≥ 25% DV*** and Calcium: ≥ 25% DV or Calcium: < 25% DV
or Flavoured)
Yogurt Drinks Fat: ≤ 2% M.F. and ≤ 3g Fat: ≤ 3.25% M.F. or ≤ 3g Fat: > 3.25% M.F. or > 3g
and Calcium: ≥ 15% DV
and Vitamin D: ≥ 15% DV
Soy/Milk Calcium: ≥ 25% DV Fortified with calcium and Unfortified
Alternative and Vitamin D: ≥ 25% DV vitamin D
Beverages (Plain
or Flavoured) Note: Canada’s Food Guide
states that rice, potato and
almond beverages do not
contain the level of protein

found in milk or fortified soy
beverage. Therefore these
are not considered to be Milk
Alternatives.
Juices or Blends: 100% juice, pulp or puree 100% juice, pulp or puree <100% juice, pulp or puree
Vegetable or Fruit and Unsweetened / No sugar and Unsweetened/No or Sugar in the ingredient list
added Sodium: sugar added

and Sodium ≤ 480mg
Hot Chocolate Fat: ≤ 2% M.F. or ≤ 5g Fat: ≤ 2% M.F. or ≤ 5g Fat: > 2% M.F. or > 5g
and Sugar: ≤ 28g and Sugar: ≤ 28g or Sugar: > 28g
and Calcium: ≥ 25% DV and Calcium: ≥ 25% DV or Calcium: < 25% DV
*Milk can be sold in containers that hold multiple servings.

**M.F. = Milk Fat. The amount can be found on the front of the food label.
***DV = Daily Value
Beverages Continued...
Maximum Nutritional Sell/Offer Most Sell/Offer Less Not Recommended
Value (Choose Most Often)

Coffee and tea* Decaffeinated or
caffeinated**
Coffee/tea based Caffeinated, decaffeinated Fat: > 2% M.F. or > 5g
beverages (Iced and Fat: ≤ 2% M.F. or Sugar: > 28g
Coffee, Latte, or ≤ 5g
Frappuccino, and Sugar: ≤ 28g
Cappuccino,
Mocha)
Energy Drinks All Energy Drinks
Sports Drinks All Sports Drinks***
Other Beverages Note: Canada’s Food Guide Calories: ≤ 40 Calories: > 40
(e.g., soft drinks*, states that fruit flavoured
iced tea*, flavoured drinks are not nutritionally
water*; “juice-ades”, equivalent to 100% juices. In
such as lemonade addition, foods of minimal
or limeade) nutritional value containing
artificial sweeteners are not
considered to be “Maximal
Nutritional Value” choices.
*When offering coffee and tea, offer condiments that meet the “Maximum Nutritional Value” or “Sell/Offer Most” criteria for Milk and Milk Based Beverages
and/or Soy/Milk Alternative Beverages (e.g., serve 2% milk and/or fortified soy beverage with tea and coffee).
**The recommended maximum daily caffeine intake from all sources for adults is 400 mg and 300 mg for pregnant and breastfeeding women. Caffeine can be
found in beverages such as coffee, tea, chocolate drinks and soft drinks.
***In some circumstances sports drinks may be appropriate to offer, for example, in hot or humid working conditions, during strenuous physical activity
lasting for 60 minutes or more, when excessive sweat losses occur. Sports drinks typically contain: 40-80 g per litre of carbohydrates such as glucose, sucrose,
fructose and/or maltodextrin, 300-700 mg of sodium per litre, are typically non-carbonated and do not contain amino acids, oxygen or herbal ingredients.

References
1. Health Canada. Eating Well with Canada's 11. Brown J, Kreiger N, Darlington GA, Sloan
Food Guide: A Resource for Educators and M. Misclassification of exposure: Coffee
Communicators. Ottawa: Health Canada; as a surrogate for caffeine intake. Am J
2007. Epidemiol. 2001;153:815-820.
2. Micha R, Mozaffarian D. Trans fatty acids: 12. Garriguet D. Beverage consumption of
Effects on cardiometabolic health and Canadian adults. Statistics Canada. Health
implications for policy. Prostaglandins Reports. 2008;Cat No. 82-003-X.
Leukot Essent Fatty Acids. 2008;79:147- 13. Higgins JP, Tuttle TD, Higgins CL. Energy
152. beverages: Content and safety. Mayo Clin
3. Bendsen NT, Christensen R, Bartels EM, Proc. 2010;85:1033-1041.
Astrup A. Consumption of industrial 14. McCaffree J. Can you judge a bar by its
and ruminant trans fatty acids and risk of wrapper? J Am Diet Assoc. 2002;102:180.
coronary heart disease: A systematic review 15. Gretebeck RJ, Gretebeck KA, Tittelbach
and meta-analysis of cohort studies. Eur J TJ. Glycemic index of popular sport
Clin Nutr. 2011;65:773-783. drinks and energy foods. J Am Diet Assoc.
4. Mensink RP, Nestel P. Trans fatty acids 2002;102:415-417.
and cardiovascular risk markers: Does 16. Marra MV, Boyar AP. Position of the
the source matter? Curr Opin Lipidol. American Dietetic Association: Nutrient
2009;20:1-2. supplementation. J Am Diet Assoc.
5. Gebauer SK, Destaillats F, Mouloungui 2009;109:2073-2085.
Z, et al. Effect of trans fatty acid isomers 17. Health Canada. Trans Fat. Available at:
from ruminant sources on risk factors of http://www.hc-sc.gc.ca/fn-an/nutrition/
cardiovascular disease: Study design and gras-trans-fats/index-eng.php. Accessed
rationale. Contemp Clin Trials. 2011;32:569- 02/22, 2012.
576. 18. Loewen RR, Marolt RJ, Ruby JD. Pucker
6. Nishida C, Uauy R. WHO scientific update up - the effects of sour candy on your
on health consequences of trans fatty acids: patient's oral health: A review of dental
Introduction. Eur J Clin Nutr. 2009;63 erosion literature and pH values for popular
Suppl 2:S1-4. candies. Journal of the Minnesota Dental
7. Sodium Working Group. Sodium reduction Association. 2008;87.
strategy for Canada, recommendations of 19. Cai F, Manton DJ, Shen P, et al. Effect
the Sodium Working Group. 2010. of addition of citric acid and casein
8. National Academy of Sciences. Institute phosphopeptide-amorphous calcium
of Medicine. Food and Nutrition Board. phosphate to a sugar-free chewing gum on
Dietary Reference Intakes for Water, enamel remineralization in situ. Caries Res.
Potassium, Sodium, Chloride, and Sulfate 2007;41:377-383.
(2004). Available at: http://www.nal.usda. 20. Ly KA, Milgrom P, Rothen M. The
gov/fnic/DRI//DRI_Water/269-423.pdf. potential of dental-protective chewing gum
Accessed 02/22, 2012. in oral health interventions. J Am Dent
9. Nawrot P, Jordan S, Eastwood J, Rotstein Assoc. 2008;139:553-563.
J, Hugenholtz A, Feeley M. Effects of 21. Nadimi H, Wesamaa H, Janket SJ, Bollu P,
caffeine on human health. Food Addit Meurman JH. Are sugar-free confections
Contam. 2003;20:1-30. really beneficial for dental health? Br Dent
10. Health Canada. It's your health - caffeine. J. 2011;211:E15.
2006;Cat. No. H13-7/2-2010E-pdf.

9.0 APPENDIX B: DEFINITIONS AND TERMINOLOGY
9.0 Appendix B: Definitions and Terminology

Buy-in: “obtaining support for comprehensive workplace health. Obtaining buy-in is an ongoing effort and
is required from key stakeholders in the workplace, such as management, human resources, employees, and
unions.” 276
Canada’s Food Guide: developed by Health Canada, “Canada’s Food Guide defines and promotes
healthy eating for Canadians. It translates the science of nutrition and health into a healthy eating pattern. By
following Canada’s Food Guide, Canadians will be able to meet their nutrient needs and reduce their risk of
obesity and chronic diseases such as type 2 diabetes, heart disease, certain types of cancer and osteoporosis.” 27
Comprehensive Workplace Health Model: “acknowledges the many factors within the workplace
that influence health”.173 “Workplaces play a key role in either enhancing or diminshing an individual’s
health”. 174 The model includes three categories. Organizational Culture includes psychosocial
issues in the workplace environment. It focuses on factors that affect the interaction between
people, their work and the organization. Health and Lifestyle Practices include individual
behaviours and organizational strategies to improve health. Occupational Health and Safety
includes reducing work-related injury, illness and disability by addressing the physical
environment and other aspects of the workplace environment.174
Comprehensive Workplace Health Promotion: “an approach to protecting and enhancing the
health of employees that relies and builds upon the efforts of employers to create a supportive management
under and upon the efforts of employees to care for their own well-being.” 173
Culturally Appropriate: culturally appropriate foods reflect the cultural diversity in the
workplace. This may include the inclusion of traditional foods, milk or meat alternatives
(e.g., soy milk, vegetarian dishes) and special dietary needs (e.g., Halal, Kosher).
Evidence-based: “making decisions using the best available peer-reviewed evidence (both quantitative
and qualitative research), using data and information systems systematically, applying program-planning
frameworks (that often have a foundation in behavioral science theory), engaging the community in assessment
and decision making, conducting sound evaluation, and disseminating what is learned to key stakeholders and
decision makers.” 277
Healthy Workplace Nutrition Environment: a workplace that has addressed the social,
physiological, psychological and environmental determinants of individual eating behaviours
in order to create an ideal supportive environment. This includes positive social interactions
with management and coworkers, a positive organizational work environment that has
addressed barriers to individual health behaviours (e.g., scheduling, management practices,
workload), a commitment to supporting an ongoing wellness committee, workplace facilities
that encourage healthy eating behaviours, education for employees and their families,
counseling services provided by a Registered Dietitians for individuals who are managing
nutrition related chronic diseases, providing safe, nutritious, culturally appropriate food when
employees are offered or sold food in the workplace or during workplace events, ensuring that
special dietary needs are accommodated and nutrition policies that encourage healthy eating.

9.0 APPENDIX B: DEFINITIONS AND TERMINOLOGY
Intermediary: “those who provide direction and support to people in workplaces who make decisions about
how to provide employee workplace health promotion.” 173 Examples of workplace intermediaries are:
occupational health nurses, management/supervisors, health and safety committee members,
wellness committee members, human resources, unions and employee associations, training
and development staff and benefits staff.
Nutrition Standards for Workplaces©: the Nutrition Standards for Workplaces© translate the
nutrition recommendation in Canada’s Food Guide into user friendly standards that workplaces
can use to assess packaged products and ingredients to determine if a food item should be
offered. Workplaces can use the Nutrition Standards for Workplaces© to assess current offerings
and set goals to increase the proportion of healthy foods in the workplace.
Nutrition Related Chronic Conditions: diseases and conditions that can occur as a
result of poor quality dietary intakes such high blood pressure, high cholesterol, metabolic
syndrome, heart disease, stroke, type 2 diabetes, obesity, certain types of cancer, kidney
disease, osteoporosis and depression.
Return on Investment (ROI): “the income generated from investing in comprehensive workplace
health.” 276
Stakeholders: in addition to health intermediaries outlined previously, stakeholders have an

interest in the decisions that influence nutrition in the workplace. Examples of stakeholders
may include: food services personnel, the purchasing department, employees who order food
for meetings and events and members of fundraising and social committees.


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ii • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

4.0 Healthy Eating at Work ............................................................................................... 6

5.0 Essential Elements of a Healthy Workplace Nutrition Environment .............16

6.0 Conclusion .................................................................................................................... 37

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 1

2 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

1. Organizational commitment to a positive 6. Nutrition education for key decision makers

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 3

2.0 Purpose of the Call to Action: Creating a Healthy

4 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

• Healthy eating • Work stress • Alcohol use

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 5

Healthy eating includes the enjoyment of a variety

6 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

The negative consequences and long term implications

4.3 Moving Beyond Education: The Case for a Supportive Nutrition

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 7

Social Psychological Factors

8 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 9

Day in the life of an office worker

10 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 11

Day in the life of a factory shift worker

12 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Using consistent nutrition standards in the workplace:

4.5 Nutrition Promotion Within The Comprehensive Workplace Health

• Organizational Culture includes psychosocial issues in the workplace environment. It focuses on

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 13

Creating a Healthy Workplace Nutrition Environment: The Nine Essential Elements

The nine essential elements are:

1. Organizational commitment to a positive 6. Nutrition education for key decision makers

14 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Figure 1: Adapted Comprehensive Workplace Health Model with Nine Essential

Organizational Culture Health and Lifestyle Practices

Occupational Health and Safety

3. Supportive physical eating environment

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 15

A. Management Support for the Creation of a Healthy Workplace Nutrition Environment

To create a healthy workplace, it is important that everyone in the organization is working

Management commitment, supervisory support and supportive organizational structures are

16 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

B. Establishing a Wellness Committee

C. Addressing Weight Bias in the Workplace

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 17

18 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Table 1: Essential Element 1: Organizational Commitment to a Positive

Unions • Participate in wellness committees.

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 19

Employers • Ensure that workplace recruitment and retention practices reflect an

20 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Essential Element 2: Supportive Social Eating Environment

Making Changes in the Workplace: The Tobacco Example

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 21

C. Food in Common Areas

22 • Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT

Table 2: Essential Element 2: Supportive Social Eating Environment

B. Use of Food as an Incentive or a Reward

Recommendations for Action:

Call to Action: CREATING A HEALTHY WORKPLACE NUTRITION ENVIRONMENT • 23

Recommendations for Action: