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- Ontario Working for Workers Seven Act: Everything Employers Need to Know
Ontario Working for Workers Seven Act: Everything Employers Need to Know
- Employer advice
Charlie Herrera Vacaflor, Employment Law & HR Content Senior Consultant
(Last updated )
Charlie Herrera Vacaflor, Employment Law & HR Content Senior Consultant
(Last updated )
Bill 30, the Ontario Working for Workers Seven Act, 2025, is in effect
On November 27, 2025, the Ontario government passed Bill 30, the Working for Workers Seven Act, 2025, which introduces significant amendments to the Ontario:
Employment Standards Act, 2000 (ESA)
Occupational Health and Safety Act (OHSA)
Workplace Safety and Insurance Act, 1997 (WSIA)
These changes brought in by Bill 30 impose new obligations regarding mass terminations, extend temporary layoff limits, and introduce a rigorous administrative penalty regime for health and safety violations.
This blog outlines the critical changes effective immediately under the
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Working for Workers Seven Act
and recommends the necessary internal controls employers must implement to ensure compliance and reduce legal risks.
Bill 30 amendments to the Ontario Employment Standards Act
What is the new Job-Seeking Leave?
Effective November 27, 2025, the Ontario ESA now includes “Job-Seeking Leave,” an unpaid leave of absence designed to assist employees impacted by mass terminations. This leave allows eligible employees to engage in job-search activities, such as attending interviews, updating resumes, or participating in training sessions, during their notice period.
Who is eligible for this new Bill 30 leave?
This leave applies specifically to employees who receive notice of termination as part of a “mass termination” (generally defined under Section 58 as the termination of 50 or more employees at a single establishment within a four-week period).
What are the entitlements under this leave?
Eligible employees can take up to
three unpaid days
of leave during their statutory notice period.
Are there any exceptions to this provision?
Employees are not entitled to this leave if the employer provides pay in lieu of notice for the entire notice period, or if the working notice provided is 25% or less of the total required statutory notice.
What are employer obligations & rights under the Job-Seeking Leave?
Employees must advise the employer at least three days in advance of taking the leave, where circumstances permit.
Employers retain the right under Subsection (6) to request “evidence reasonable in the circumstances” to validate the leave request. Acceptable evidence may include interview confirmations, job fair registration receipts, or enrollment confirmation for training programs.
If an employee requests a partial day off (e.g., two hours for an interview), the employer has the discretion to deem the employee to have taken one full day of the three-day entitlement for tracking purposes.
How should Ontario employers best comply with this new provision?
Employers should:
Update restructuring checklists:
Revise mass termination protocols to calculate whether Job-Seeking Leave applies based on the chosen notice method (working notice vs. pay in lieu).
Policy revision:
If workforce reductions are anticipated, update employee handbooks to outline the notice requirements and the specific evidence the company will require for this leave.
Manager training:
Ensure supervisors are trained on the “deeming” rule to avoid disputes over entitlement usage.
What is the new extended layoff window under Bill 30 Ontario?
Effective November 27, 2025, Bill 30 amends the Ontario ESA to allow for an extension of the temporary layoff period for non-unionized employees.
What are the changes to the layoff rules under Bill 30 Ontario?
Employers may now extend a temporary layoff beyond the standard 35-week limit, up to a maximum of 52 weeks within a 78-week period, without triggering a deemed termination.
To utilize this extension, the employer must:
Secure an irrevocable agreement:
Execute a written agreement with the employee that specifies the recall date and includes a mandatory statement that the employee cannot withdraw their consent once given.
Obtain director approval:
Submit a formal application to the Director of Employment Standards and receive approval before the standard 35-week limit expires.
Note on variable hours:
The Bill also clarifies the calculation of “weeks of layoff” for employees with irregular hours. A week is generally deemed a “week of layoff” if the employee earns less than 50% of their regular weekly wages. Employers must accurately track these earnings; failing to do so may result in an inadvertent breach of the layoff limits, triggering a retroactive termination and liability for termination and severance pay.
How should Ontario employers best comply with this new provision?
Employers should:
Draft “Section 66.1” agreements:
Create legal templates for the Extended Layoff Agreement that include the mandatory “no withdrawal” clause.
Payroll audits:
Implement an automated tracking system for casual or variable-hour staff to flag weeks where earnings drop below the 50% threshold, ensuring “silent” layoffs do not accumulate unnoticed.
If you have questions or need clarity on these changes, please call one of our HR experts for free guidance at
(1) 833 247-3652
.
Bill 30 amendments to the Ontario Occupational Health and Safety Act
What are the new Administrative Monetary Penalties (AMPs) under Bill 30 Ontario?
The enforcement landscape of the Ontario OHSA has shifted from a prosecution-based model to one including immediate financial consequences.
Immediate penalties:
Effective November 27, 2025, Ministry inspectors are authorized to issue Administrative Monetary Penalties (AMPs) directly to employers for contraventions of the Act, regulations, or orders. These penalties are intended to promote immediate compliance without the delays of court proceedings.
Reputational risk:
The Ministry is authorized to publish the details of these penalties.
While paying the penalty resolves the immediate matter and prevents criminal prosecution for that specific infraction, the public record of non-compliance may impact the employer's reputation and bidding eligibility for certain contracts.
Will employers be reimbursed for installing AEDs?
To enhance emergency preparedness, the legislation mandates that if an employer is legally required to install an automated external defibrillator (AED), the Workplace Safety and Insurance Board (WSIB) must reimburse the employer for the cost.
Please note
that the
WSIB retains final authority over reimbursement eligibility and amounts
. There is no right of appeal regarding the Board’s decision. Employers must await forthcoming regulations for specific application procedures and spending caps.
How should Ontario employers best comply with this new provision?
Employers should:
Conduct a mock inspection to identify common non-compliance issues (e.g., missing guardrails, outdated SDS binders) that could now trigger immediate fines.
Ensure all AED purchases are fully documented to facilitate future reimbursement claims once the WSIB application portal opens.
Bill 30 amendments to the Workplace Safety and Insurance Act
Bill 30 establishes a “zero-tolerance” framework for financial reporting to the WSIB.
False statements:
It is now a specific violation to make false or misleading statements to the Board regarding benefit claims. This attracts automatic administrative penalties in addition to potential provincial offences.
Premium non-payment:
Failure to pay premiums when due is now an offence liable to prosecution. Courts are authorized to order full restitution of owing amounts.
Escalating fines:
The maximum fine for repeat offenders has increased. If an employer is convicted of multiple counts in a single proceeding, they face fines of up to $750,000 per conviction. Courts are mandated to treat any prior record of non-compliance as an aggravating factor during sentencing.
How should Ontario employers best comply with these changes?
Implement a mandatory dual-review process for all Form 7s and premium remittances to prevent clerical errors that could be misconstrued as "false statements."
Switch to automated premium payments to eliminate the risk of administrative oversight.
Review past WSIB interactions. Since prior non-compliance is now an aggravating factor, employers should proactively resolve any outstanding historical issues to clear their record.
Do you need support implementing Bill 30 changes in your workplace?
Whether you have questions about the new provisions under Bill 30, Working for Workers Seven Act, 2025, or need guidance implementing
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new documentation
and processes to be compliant with the changes, we’re here to help you every step of the way.
Call a Peninsula expert today at
(1) 833-247-3652
for
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free advice
and support.
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