Bill 30 will bring sweeping changes to Ontario’s workplace laws – increased enforcement, clearer employee rights, and stronger accountability mechanisms.
On May 28, 2025, the Ontario government introduced the Working for Workers Seven Act, 2025 (Bill 30) the latest in a series of legislative reforms aimed at modernizing workplace law and enhancing protections for workers across the province.
If passed, Bill 30 will introduce amendments to three major statutes:
- Employment Standards Act, 2000 (ESA)
- Occupational Health and Safety Act (OHSA)
- Workplace Safety and Insurance Act, 1997 (WSIA)
These proposed changes reflect a continued focus on accountability, enforcement, and worker protection. Employers across Ontario should begin reviewing their internal policies and practices to ensure readiness for the new changes.
Key Changes to the Employment Standards Act, 2000 (ESA)
1. Job Posting Platform Accountability
For the first time, operators of public job posting platforms will be required to:
- Implement a mechanism for users to report fraudulent job postings
- Maintain and display a written policy on how such reports are handled
- Post these policies and reporting tools in a clearly visible area on their platform
Result: Platform operators and employers should ensure advertised roles are legitimate and supported by robust compliance processes.
2. New Job Seeking Leave for Mass Terminations
Employees impacted by a mass termination under ESA section 58 will be entitled to three unpaid days of leave to seek new employment, unless their working notice period is 25 percent or less of the total statutory notice period.
Result: Employers executing mass terminations must now accommodate job search leave, unless sufficient termination pay is provided in lieu of working notice.
3. Extended Temporary Layoffs
Temporary layoffs for non-unionized employees may be extended to 52 weeks within a 78-week period, provided there is mutual agreement and Director approval. For unionized workplaces, the 35-week limit in a 52-week period remains but may be modified through a trade union agreement.
Result: Employers contemplating layoffs should review employment agreements and consult legal counsel to ensure compliance with layoff duration limits and consent requirements.
OHSA Amendments: New Enforcement Powers
1. Administrative Penalties
A new Part IX.1 of the OHSA will permit inspectors to issue administrative monetary penalties directly, without initiating formal prosecutions. Fines will be set by regulation and cannot be appealed if paid.
Result: Employers could face faster and more frequent financial penalties for OHSA violations, making proactive compliance and training more important than ever.
2. Defibrillator Reimbursement
Certain employers required to install defibrillators may be eligible for reimbursement from the WSIB. Specific regulations will guide eligibility and procedures.
Result: Employers should track equipment costs and monitor WSIB communications for funding eligibility.
3. Safety System Equivalency
Safety systems accredited by the Chief Prevention Officer will now be treated as equivalent under the OHSA, including in construction settings.
Result: Companies using accredited safety systems may benefit from regulatory efficiency and compliance recognition.
WSIA Amendments: Enhanced Enforcement and Increased Fines
1. Penalties for False or Misleading Statements
Employers will be explicitly prohibited from providing false or misleading information to the WSIB in relation to a benefit claim and may face administrative penalties in addition to court-imposed consequences.
2. Wage Record Requirements
Failure to maintain or produce accurate wage records will expose employers to administrative and legal penalties.
3. Failure to Pay Premiums
Employers failing to pay WSIB premiums on time may be ordered to pay restitution and face administrative penalties alongside criminal fines.
4. Increased Maximum Fines
Convictions involving multiple counts of the same offence could result in fines of up to $750,000 per offence.
5. Aggravating Factors in Sentencing
Courts may now consider prior convictions, multiple infractions, or a history of non-compliance when determining penalty amounts.
Result: Employers must ensure that all WSIB obligations, including premium payments, wage records, and claim accuracy are consistently and transparently managed.
Thoughts for Employers
If passed, Bill 30 will bring sweeping changes to Ontario’s workplace laws. While the bill is still before the legislature, the direction is clear: increased enforcement, clearer employee rights, and stronger accountability mechanisms.
Employers should begin preparing by:
- Reviewing employment contracts, especially clauses regarding layoffs and terminations
- Updating job posting procedures and fraud response protocols
- Reassessing OHSA training and safety system documentation
- Ensuring full WSIB compliance and wage record retention
How Minken Employment Lawyers (Est. 1990) Can Help
Minken Employment Lawyers (Est. 1990) provides experienced, practical guidance to employers navigating legislative change. From policy updates to compliance audits and employment contracts, our team helps businesses stay ahead of the law and avoid costly missteps.
To review your readiness for Bill 30, contact Minken Employment Lawyers (Est. 1990) today at 905-477-7011 or [email protected].
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Please note that this article is for informational purposes only and does not constitute legal advice or opinion.
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