A bold new era for workers' rights is upon us! Ontario's government has passed Bill 30, officially known as the Working for Workers Seven Act 2025, and it's set to revolutionize workplace standards. But here's where it gets controversial... and this is the part most people miss. Let's dive into the key changes and their potential impact.
Royal Assent and Statute Amendments
On November 27, 2025, Bill 30 received Royal Assent, amending several critical workplace statutes in Ontario. The Act impacts the Employment Standards Act 2000 (ESA), the Occupational Health and Safety Act (OHSA), and the Workplace Safety and Insurance Act 1997 (WSIA). These amendments are designed to enhance worker protections and rights, but they also introduce some complex new requirements for employers to navigate.
ESA: Job-Seeking Leave and Extended Layoffs
Effective immediately, the ESA introduces job-seeking leave, allowing employees to take up to three unpaid days during their working notice period to search for new employment. This applies when 50 or more employees at the same establishment receive termination notices within a four-week window. Employees must provide three days' notice, and employers can request reasonable evidence for these leave requests.
Additionally, employers and employees can now agree to extended layoffs exceeding 35 weeks in a 52-week period, provided the layoff doesn't exceed 52 weeks in any 78-week period and the employer has Director of Employment Standards approval.
Online Job Platforms: Fraud Reporting and Policies
From January 1, 2026, online job posting platforms must implement user reporting mechanisms for suspected fraudulent postings. These platforms will also be required to adopt and prominently display written policies, with obsolete policies retained for three years.
OHSA: Defibrillator Reimbursement and Administrative Penalties
Employers can now seek reimbursement from the Workplace Safety and Insurance Board (WSIB) for defibrillator costs. This mechanism may be repealed at a future date set by the Lieutenant Governor in Council.
Inspectors can issue administrative monetary penalties (AMPs) for contraventions of the OHSA, regulations, inspector/Director orders, or Minister orders. Recipients can request a review, and penalties may be confirmed, varied, or set aside. The Minister may publish AMP information, and if the AMP is paid, no OHSA charge will be laid for the same contravention.
WSIA: False Statements, AMPs, and New Penalties
Employers are prohibited from making false or misleading statements to the WSIB regarding benefit claims. AMPs can be issued for failing to meet record-keeping or premium-apportionment duties or for failing to pay premiums when due, in addition to other amounts or court-imposed penalties.
Non-compliance with premium calculation and payment requirements, including underpayment or failure to pay penalty amounts, may constitute an offence. Persons convicted of two or more counts of the same offence in the same legal proceeding are liable to a maximum penalty of CAD750,000 for each conviction, with aggravating factors considered in setting these penalties.
If you're unsure how these changes might affect your business, reach out to our Employment and Labour Law team for guidance. Stay tuned for more updates as we explore the implications of this groundbreaking legislation!
