Ontario government passes Bill 30, the Working for Workers Seven Act 2025

At a glance

• On 27 November 2025, Ontario’s Working for Workers Seven Act 2025 (Act) received Royal Assent, amending key workplace statutes.
• The Act introduces job-seeking leave and extended layoff provisions under the Employment Standards Act 2000 (ESA), effective immediately.
• From 1 January 2026, online job platforms must implement fraud-reporting mechanisms and maintain posting policies.
• Occupational Health and Safety Act (OHSA) changes include defibrillator cost reimbursement and new administrative monetary penalties.
• Workplace Safety and Insurance Act 1997 (WSIA) updates impose stricter penalties for false statements, premium non-compliance, and repeat offences.

On 27 November 2025, Bill 30, the Act received Royal Assent. The Act amends several Ontario workplace-related statutes, including ESA, OSHA, and WSIA.  Below are the key takeaways for employers.

ESA

In force immediately

• Job-seeking leave: When 50 or more employees at the same establishment receive working notice of termination (within a four-week window), any affected employee can take up to three unpaid days during the working notice period for activities relating to obtaining employment, including job searches, interviews, and training. Employees should give three days’ notice where possible, and employers may request evidence reasonable in the circumstances.
• Extended layoffs: Employers and employees can agree to a statutorily authorised layoff that exceeds 35 weeks in a 52‑week period, so long as the layoff does not exceed 52 weeks in any 78‑week period and the employer has received approval from the Director of Employment Standards.

Effective 1 January 2026

• Fraudulent publicly advertised job postings: Online job posting platforms must implement a user reporting mechanism for suspected fraudulent publicly advertised postings. These online job posting platforms will also be required to adopt and prominently post a written policy and retain obsolete policies for three years.

OSHA

In force immediately

• Defibrillator reimbursement: Employers may seek a Workplace Safety and Insurance Board (WSIB) reimbursement for employer defibrillator costs. This mechanism may be repealed on a future date set by order of the Lieutenant Governor in Council.
• Administrative monetary penalties (AMPs): Inspectors may issue AMPs for contraventions of the OHSA, regulations, inspector / Director orders, or Minister orders. Notices state the contravention and the penalty amount (set by regulation; ranges may apply with criteria). Recipients may request a review. On review, the penalties may be confirmed, varied, or set aside. The Minister may publish AMP information. If the AMP is paid, no OHSA charge will be laid for the same contravention.

WSIA

In force immediately

• Prohibition on false or misleading statement: Employers are prohibited from making a false or misleading statement or representation to the WSIB in connection with any person’s claim for benefits under the insurance plan.
• AMPs: Employers may face AMPs for failing to meet record‑keeping or premium‑apportionment duties or failing to pay premiums when due. These are in addition to other amounts or court‑imposed penalties.
• Offence for non-compliance: Failure to comply with premium calculation and payment requirements, including underpayment or failure to pay penalty amounts, may constitute an offence.
• New penalty: 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. Aggravating factors must be considered in setting these penalties.

If you are unsure about how you may be impacted by the Act, contact a member of our Employment and Labour Law team for guidance.