A groundbreaking piece of legislation has just been passed in Ontario, and it's set to revolutionize the province's workplace landscape. The Working for Workers Seven Act 2025, or Bill 30, is here, and it's bringing some big changes.
On November 27, 2025, this Act received Royal Assent, amending several key workplace statutes. But here's where it gets controversial: some of these changes are effective immediately, while others will come into play on January 1, 2026. Let's dive into the details and explore how this Act will impact employers and employees alike.
Employment Standards Act (ESA): Job-Seeking Leave and Extended Layoffs
One of the most notable changes is the introduction of job-seeking leave. When 50 or more employees at a single establishment receive termination notices within a four-week period, any affected employee can take up to three unpaid days during this notice period to focus on finding new employment. This includes time for job searches, interviews, and training. Employees are expected to provide three days' notice, and employers may request reasonable evidence to support 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 span. This requires approval from the Director of Employment Standards.
Online Job Platforms: Fraud Reporting and Posting Policies
Starting January 1, 2026, online job posting platforms must implement a user reporting mechanism for suspected fraudulent job postings. These platforms will also need to adopt and prominently display a written policy, retaining obsolete policies for three years.
Occupational Health and Safety Act (OHSA): Defibrillator Reimbursement and Administrative Penalties
Employers can now seek reimbursement from the Workplace Safety and Insurance Board (WSIB) for the cost of defibrillators. This mechanism may be repealed at a future date, as determined by the Lieutenant Governor in Council.
Administrative monetary penalties (AMPs) have also been introduced. Inspectors can issue these penalties 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.
Workplace Safety and Insurance Act (WSIA): Stricter Penalties and New Offences
Employers are now 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 on time. These penalties are 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, is now considered an offence. And for those convicted of two or more counts of the same offence in the same legal proceeding, the maximum penalty is CAD750,000 for each conviction. Aggravating factors must be considered when setting these penalties.
If you're unsure about how these changes might affect your business, reach out to our Employment and Labour Law team for guidance. They're here to help you navigate these new waters and ensure your workplace remains compliant and supportive of your employees.
The Working for Workers Seven Act 2025 is a significant step towards a more worker-centric province. It's a complex piece of legislation, and we encourage you to explore the details further. Stay informed, and let's work together to create a fair and safe workplace for all.
