The Ontario government has introduced Bill 30, the Working for Workers Seven Act, 2025 (Bill 30), a sweeping new legislative package that proposes significant amendments to various employment-related statutes, including the Employment Standards Act, 2000, Occupational Health and Safety Act, and Workplace Safety and Insurance Act, 1997.
If passed, this legislation will bring a new wave of compliance obligations, enforcement tools, and workforce development initiatives that directly affect how employers operate.
Here’s a breakdown of what’s coming — and what employers should start preparing for now.
1. New Safety Requirements on Construction Sites
Takeaway: Large construction projects must plan for AED installation and adapt to expanded safety system expectations.
- AEDs Mandatory: Projects with 20+ workers lasting 3 months or more will be required to have Automated External Defibrillators (AEDs) on site.
- What to do: Start budgeting for AEDs now. The WSIB will reimburse constructors for the initial cost.
- Procurement Changes: Public infrastructure project owners and employers may soon be required to recognize CPO-accredited Health and Safety Management Systems (HSMS) in their procurement evaluations.
- What to do: If you compete for public projects, consider aligning your HSMS with CPO accreditation standards.
- New Penalties Framework: A general Administrative Monetary Penalty (AMP) system under the OHSA will be introduced to enforce safety standards more effectively.
- What to do: Review your safety practices to avoid potential AMPs.
2. Stronger Enforcement Against Misconduct and Abuse
Takeaway: Expect more scrutiny and accountability regarding job postings, payroll accuracy, and data handling.
- Tougher Consequences for Employer Fraud: Employers who withhold payroll records, skip WSIB payments, or provide false information may face stiffer penalties.
- What to do: Audit your WSIB reporting and ensure documentation is up-to-date and accurate.
- Job Posting Platforms: Platforms will need to include reporting tools for fraudulent job ads.
- What to do: If you post on platforms, ensure your listings are transparent and up to date. If you’re a platform provider, prepare for new compliance requirements.
- Consultations on Talent Agents: The province will consult on regulating talent agents, managers, and representatives.
- What to do: If you work with third-party recruiters or talent agencies, monitor these consultations for updates.
- Electronic Information Use Under Review: The government will review how employers access employee data and whether new privacy rules are needed.
- What to do: Evaluate your current data access protocols to ensure they follow privacy best practices.
3. New Obligations During Layoffs and Terminations
Takeaway: Employers will face additional responsibilities during mass terminations, including time-off provisions and worker support requirements.
- Job Search Leave: Employees impacted by a mass termination will be entitled to three unpaid days off to look for work or access employment services.
- Information Requirements: Employers must give affected employees details about provincial skills training and job search supports.
- Extended Layoffs: Employers may be allowed to extend temporary layoffs beyond the 35-week limit, helping to preserve the employment relationship.
- What to do: Update your termination and layoff protocols and prepare communication materials in advance.
4. Faster Training and Apprenticeship Initiatives
Takeaway: Expect more opportunities — and possibly new obligations — related to apprenticeships and skilled trades training.
- Accelerated Training Centre Construction: Training centres funded by the Skills Development Fund (SDF) will be exempt from certain planning approvals to speed up their development.
- Mobile Skilled Trades Training: The government will increase funding for mobile training units, expanding hands-on learning for youth.
- Apprenticeship Hiring in Public Projects: Consultations will explore giving priority to apprentices in public infrastructure contracts.
- What to do: Consider how apprenticeships fit into your workforce strategy, especially if you’re involved in public-sector work.
5. Updates to the Ontario Immigrant Nominee Program (OINP)
Takeaway: The immigration system is getting more flexible and more focused on integrity and responsiveness to job market needs.
- Application Screening Authority: Inspectors will gain the authority to interview applicants in-person to detect fraud.
- Program Flexibility: The Minister will be empowered to add or remove nomination streams as needed based on labour market shifts.
- Application Returns: The OINP will be able to return applications that no longer align with Ontario’s job market needs or raise red flags.
- New Employer Portal: Starting Summer 2025, employers can submit OINP applications electronically through a centralized portal.
- What to do: Stay informed about stream changes and prepare for the upcoming portal launch if you’re hiring through the OINP.
The Working for Workers Seven Act follows last year’s Working for Workers Six Act, which became law in December 2024. The Working for Workers Seven Act, 2025 signals another significant shift in Ontario’s labour, safety, and immigration landscapes. While some changes are still under consultation, others—such as AED requirements, job posting standards, and new layoff protocols—will have direct implications for employers across a variety of sectors.
For more details, visit: Working for Workers Seven Act, 2025
