The Working for Workers Seven Act, 2025 (Bill 30) which was introduced on May 28, 2025, received Royal Assent on November 27, 2025, bringing major amendments to three core workplace laws in Ontario:

• Employment Standards Act, 2000 (ESA)
  
• Occupational Health and Safety Act (OHSA)
  
• Workplace Safety and Insurance Act, 1997 (WSIA)

These changes affect hiring practices, terminations, layoffs, workplace safety compliance, and WSIB obligations. While some amendments take effect on January 1, 2026, most are already in force, meaning employers must act immediately to align their HR and compliance practices.

This article summarizes the key changes and what employers should do now.

 

1. Employment Standards Act (ESA) Changes

Bill 30 introduces several new ESA provisions that impact job postings, mass terminations, and layoff rules.

 

1. New Obligations for Job-Posting Platforms

(Effective January 1, 2026)

Operators of public-facing job-posting platforms must now:

• Provide a fraud-reporting mechanism for users
  
• Maintain a written anti-fraud policy, retained for three years after it expires
  
• Display the reporting system and policy prominently on the platform

Who Is NOT Covered?

Most employers.
These requirements do not apply to employers who post jobs only on:

• Their own website
  
• Internal job boards or employer-controlled systems

Affected entities include:

• Third-party job boards
  
• Recruiting/staffing agencies
  
• HR software platforms hosting multi-employer feeds

2. New Job-Seeking Leave During Mass Terminations

(In force November 27, 2025)

Employees affected by a mass termination (50+ employees within a 4-week period) are now entitled to:

• Three unpaid days of “job-seeking leave”
  • For interviews, job fairs, retraining, skills upgrading, etc.

Exception

No leave applies if the employer provides termination pay in lieu of notice and the working-notice portion is 25% or less of the statutory notice period.

Employer Action Items

• Update termination letters and their termination policy, as applicable
  
• Train HR on when the leave applies
  
• Ensure no reprisals occur
  

 

3. New Temporary & Extended Layoff Rules

(In force November 27, 2025)

Temporary Layoffs (unchanged structure)

Still limited to 35 weeks in a 52-week period, depending on benefits continuation.

Extended Layoffs (non-unionized employees)

Now allowed up to:

• 52 weeks within a consecutive 78-week period, if:
  • The employee agrees in writing
    
  • The agreement is approved by the Director of Employment Standards
    
  • A recall date is provided
    
  • Employee knows they cannot withdraw consent
    
  • The agreement is kept for three years after approval expires

Unionized Employees

A clarification confirms unionized employees may be laid off up to 35 weeks within 52 weeks, provided recall aligns with the collective agreement.

Employer Risk

Not following these requirements may result in the layoff being deemed a termination, triggering:

• Termination pay
  
• Statutory severance
  
• Wrongful dismissal exposure
  

 

2. Occupational Health and Safety Act (OHSA) Changes

Bill 30 significantly expands enforcement powers and increases employer liability.

 

1. New Administrative Monetary Penalties (AMPs)

(In force November 27, 2025)

Ontario now has an AMP system similar to WSIB and federal OHS regimes.

Inspectors may issue immediate penalties for:

• Unsafe work conditions
  
• Training and supervision failures
  
• Missing or inadequate policies
  
• Posting/documentation deficiencies
  
• Failure to implement hazard controls

Key Points for Employers

• Paying the AMP bars prosecution for the same violation
• Penalty amounts will be set by regulation
  
• Notices may become public → reputational risk
  
• Employers should conduct a comprehensive OHS audit

 

2. WSIB Reimbursement for Defibrillators

(In force November 27, 2025)

Where the OHSA requires a defibrillator, employers may be eligible for WSIB reimbursement of associated costs. More details will be established by regulation.

3. Recognition of Accredited Safety Systems

(In force November 27, 2025)

Health and safety systems accredited by the Chief Prevention Officer can now be treated as equivalent for compliance purposes.

This change may affect:

• Construction projects
  
• Employers using COR, ISO, or similar safety certifications

3. Workplace Safety and Insurance Act (WSIA) Changes

These amendments significantly increase fines, penalties, and enforcement scrutiny.

1. New Offence: False or Misleading Statements

(In force November 27, 2025)

Employers are expressly prohibited from providing false or misleading information related to WSIB claims.

Penalties include:

• Administrative penalties
  
• Additional court-ordered fines

2. Wage Record & Premium-Related Penalties

(In force November 27, 2025)

Administrative penalties now apply if an employer:

• Fails to maintain accurate wage records
  
• Fails to produce wage records upon request
  
• Fails to pay WSIB premiums on time

Courts may also order restitution for unpaid premiums.

3. Maximum Fines Increased to $750,000 Per Count

(In force November 27, 2025)

If convicted of two or more counts of the same offence in a proceeding:

• Employers may face fines of up to $750,000 per count

4. Aggravating Factors Now Mandatory in Sentencing

(In force November 27, 2025)

Courts must consider:

• Prior convictions
  
• Multiple convictions
  
• History of non-compliance
  

This will result in higher fines for repeat offenders.

What This Means for Employers

Bill 30 brings some of the most substantial changes to Ontario employment, health and safety, and WSIB laws in recent years.

Immediate Employer Priorities

• Update termination, mass termination, and layoff policies
  
• Review job-posting practices (especially if operating a platform)
  
• Strengthen ESA, OHSA, and WSIA record-keeping
  
• Train managers and HR staff on new requirements
  
• Conduct a 2026 OHS and WSIB compliance audit
  
• Review contracts, safety systems, and workplace policies with legal counsel

Reminder of Obligations Coming into Force on January 1, 2026

Ontario previously passed the Working for Workers Act Five and the Working for Workers Act Six and both of these have requirements which come into force as of January 1, 2026. For employers with 25 or more employees, they must ensure the following is in place when publicly advertising job postings:

• Expected Compensation: Employers must include expected compensation in publicly advertised job postings, subject to certain restrictions. 
• Artificial Intelligence: Employers must disclose the use of artificial intelligence during the hiring process. 
• Existing Vacancy: Employers must disclose if the posting is for a vacancy in the workplace or not. 
• Canadian Experience: Employers are prohibited from requiring Canadian experience in job postings. 
• Informing Candidates: Employers must inform job candidates for a publicly advertised job posting whether a decision was made within 45 days of the date of the last interview, in person, in writing, or via email/technology.