Ontario Introduces Working for Workers Seven Act, 2025

On May 28, 2025, the Ontario government introduced Bill 30, the Working for Workers Seven Act, 2025 (Bill 30). Bill 30 continues the province’s ongoing “Working for Workers” legislative initiative, proposing 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.

Key proposed amendments that employers should take note of are addressed below.

Employment Standards Act, 2000 (ESA)

If passed, Bill 30 would:

Job Posting Platform Requirements

Define “job posting platform” as online platforms displaying publicly advertised job postings, excluding single-employer platforms (i.e. a platform operated by an employer that only advertises positions with that employer) and platforms meeting prescribed criteria.
Require operators of job posting platforms to implement mechanisms for users to report fraudulent job postings.
Mandate written policies addressing fraudulent job postings, including procedures for handling such reports.
Require platforms to display reporting mechanisms conspicuously and post their fraud policies where users can readily access them.
Establish record retention requirements for fraud policies (three years after the applicable policy ceases to be in effect).
Prohibit complaints under section 96(1) of the ESA for violations of job posting platform requirements.

Job Seeking Leave

Create a new unpaid leave entitlement for employees who receive termination notice when 50+ employees are terminated.
Provide up to three days of unpaid leave during the notice period for job-seeking activities including interviews, job searches, and training.
Require employees to provide at least three days advance notice where possible.
Allow employers to request reasonable evidence of entitlement and deem partial days as full days of leave.
Exclude employees from this entitlement if they receive pay instead of notice (25% or less of required notice period).

Extended Layoff Provisions

Permit extended layoffs of non-unionized employees, up to 52 weeks in a consecutive 78-week period and subject to specific conditions.
Require mutual agreement to an extended layoff (i.e. any layoff in excess of 35 weeks in a consecutive 52-week period) between employer and employee, plus Director approval.
Mandate written agreements specifying the latest date the employer intends to recall the employee, which cannot be withdrawn by the employer once entered into.
Establish application and approval processes through the Director.
Permit employers to enter into further extended layoff agreements and to apply for subsequent Director approvals, provided that the total layoff period does not exceed 52 weeks in a consecutive 78-week period for any employee.
Require employers to retain copies of extended layoff agreements for three years after approval expiry.
Establish rules for determining whether an employee who does not have a regular work week is laid off for an extended period.

Occupational Health and Safety Act (OHSA)

If passed, Bill 30 would:

Health and Safety Management Systems

Provide that accredited health and safety management systems must be treated as equivalents for regulatory purposes.
Grant extensive regulation-making authority for governing equivalency and for the use (and related record keeping) on construction projects of accredited health and safety management systems.

Defibrillator Cost Reimbursement

Define “defibrillator” as automated external medical devices capable of recognizing particular cardiac conditions, determining defibrillation needs, and delivering electrical impulses to an individual’s heart as medically required.
Include a provision for reimbursement to eligible employers for defibrillator costs when required under the OHSA. Notably, construction projects expected to last three months or more and employing 20 or more workers must have automated external defibrillators (AEDs) on-site, with the Workplace Safety and Insurance Board (WSIB) providing reimbursement to support initial compliance expenses.
Provide for no right of reconsideration or appeal, and provide for immunity protections for WSIB decision-making regarding reimbursements.
Note: this program is slated to be repealed on a future date to be named by order of the Lieutenant Governor in Council.

Administrative Penalty Scheme

Create a new administrative penalty system allowing inspectors to impose monetary penalties for OHSA contraventions, the purpose of which is to promote compliance with OHSA requirements.
Establish penalty amounts to be determined by regulation with prescribed ranges and criteria.
Provide review mechanisms for penalty recipients through prescribed persons or entities and allow for enforcement of unpaid penalties as Crown debts.
Permit publication of penalty information while protecting those who pay an administrative penalty from criminal prosecution for the same violation.

Workplace Safety and Insurance Act, 1997 (WSIA)

If passed, Bill 30 would:

Enhanced Fraud Prohibitions

Prohibit employers from making false or misleading statements to WSIB regarding benefit claims.
Subject violations to administrative penalties (in addition to existing enforcement mechanisms).

New Criminal Offence

Create a new offence for failure to pay premiums when due under section 88.
Authorize courts to order restitution requiring payment of outstanding premiums to WSIB.
Deem restitution amounts as owing under the WSIA.

Administrative Penalties

Introduce administrative penalties for employers who:
- Make false or misleading statements to the WSIB.
- Fail to comply with the WSIB’s section 80(1) requirements for accurate wage records or section 80(2) requirements for producing those records upon request.
- Fail to pay premiums when due.
These penalties would be in addition to existing court-imposed penalties.

Increased Court Penalties

Increase maximum fines to $750,000 for each conviction when persons are convicted of multiple counts of the same offence in the same legal proceeding.
Establish mandatory aggravating factors for employer defendants, including:
- Previous convictions under the WSIA.
- Multiple convictions in the same proceeding.
- History of non-compliance.

We will continue to monitor the progress of Bill 30 through the legislative process. In the meantime, please feel free to reach out to your regular Hicks Morley lawyer should you have questions about the changes proposed by Bill 30.

The article in this client update provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Hicks Morley Hamilton Stewart Storie LLP and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Hicks Morley Hamilton Stewart Storie LLP. ©

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