Working for Workers Acts deadlines for 2025
Ontario employers have been navigating significant legislative changes since the introduction of the series of Working for Workers Acts, transforming workplace standards across the province. From protecting gig workers to updating workplace health and safety and transparency in recruitment and hiring, this evolving legislation underscores the need for businesses to stay ahead of compliance requirements.
With upcoming compliance deadlines under various Working for Workers Acts approaching quickly in 2025, HR professionals and business owners must be ready. Updating workplace policies to meet upcoming requirements is essential for maintaining compliance and keeping your organization ahead of the next changes.
Here’s what you need to know about the latest phase of the most recent Working for Workers Act, including former Bill 149, Bill 190, and Bill 229, and how your organization can prepare.
When is the next deadline?
The next compliance deadline is June 19, 2025, when new provisions under the Working for Workers Six Act, 2024, formerly Bill 229, come into force. Several additional provisions come into force on July 1, 2025, under various Working for Workers Acts, including new requirements for publicly advertised job posts and workplace washroom hygiene and recordkeeping, digital platform worker protections, and streamlined qualification processes for regulated professions.
Important upcoming dates
- June 19, 2025: New unpaid, job-protected leave for employees who cannot work due to a serious medical condition comes into effect.
- July 1, 2025: Employers must provide new hires with prescribed employment information before their first day of work. Washroom cleaning and sanitization requirements under the Occupational Health and Safety Act (OHSA) come into force. The Digital Platform Workers’ Rights Act, 2022 comes into effect. Amendments to the Fair Access to Regulated Professions and Compulsory Trades Act, 2006 (FARPACTA) come into force.
- January 1, 2026: Recruitment transparency provisions come into force, requiring employers to include specific information in publicly advertised job postings and to notify applicants who have interviewed for publicly advertised job postings whether a hiring decision has been made.
Missing these deadlines could result in financial penalties, legal implications, and reputational damage.
Updates: Working for Workers Acts requirements for 2025 and beyond
Here’s a breakdown of the most significant upcoming requirements your organization needs to consider.
Workplace hygiene standards
As of July 1, 2025, amendments to the OHSA make it mandatory for employers and constructors to:
- Keep any washroom facilities they provide for employees clean and sanitary; and
- Maintain recordings of the cleanings.
Recruitment transparency
As of July 1, 2025, employers must provide new employees with prescribed employment information in writing before their first day of work, or as soon as possible after their first day of work. This requirement does not apply to assignment employees or to employers with fewer than 25 employees on the employee’s first day of work.
As of January 1, 2026, employers with 25 or more employees must ensure that publicly advertised job postings include:
- The expected compensation or range or compensation for the position;
- Whether the posting is for an existing vacancy; and
- Whether AI tools are used during the hiring process.
Public job postings and associated application forms also cannot include any requirements related to Canadian experience. Applicants who have been interviewed for a publicly advertised job posting must be notified within 45 days of their last interview whether a hiring decision has been made.
These changes ensure transparency and fairness in the hiring process and seek to provide job seekers with more information.
Enhanced worker protections
The Digital Platform Workers’ Rights Act, 2022, which comes into force on July 1, 2025, aims to protect digital platform workers, also known as gig workers. Key provisions of the act include:
- Guaranteed minimum wage rates;
- Recurring pay periods and paydays;
- Prohibitions on withholding or deducting tips and gratuities; and
- Notice requirements for removing access to the digital platform.
Regulated professions transparency
As of July 1, 2025, amendments to FARPACTA set out requirements for regulated professions related to compiling and assessing documentation of qualifications. This Working for Workers Act 2025 update includes:
- Making information publicly available about the required documentation of qualifications and reasonable alternatives;
- Creating a policy that addresses reasonable alternatives to required documentation; and
- Creating a plan for how multiple registration processes will take place concurrently.
Additional important updates already in effect
- Medical documentation: Under the Employment Standards Act, 2000 (ESA), employers cannot require an employee to provide a sick note as evidence of entitlement to sick leave under the ESA. However, employers may require other evidence of entitlement, such as an attestation form.
- Expanded definition of harassment: Workplace harassment and sexual harassment recognized under the OHSA now explicitly includes conduct that occurs virtually through the use of information and communications technology, calling for updates to workplace harassment policies.
Working for Workers Act 2025: Preparing for the changes
Adapting to new legislative requirements can be challenging, but with the right preparation and processes in place, maintaining compliance can become another simple and routine task. Adopting a proactive and strategic approach enables your organization to meet these requirements while minimizing risks effectively. By following some simple steps, you can stay compliant and keep operations running smoothly. Here are some ways to help you get started.
Review and update current policies and procedures
- Audit your existing HR policies and procedures to identify gaps.
- Implement transparent hiring practices and ensure that publicly advertised job postings include the required information.
- Develop a digital platform workers policy if applicable to your business.
- Maintain and retain cleaning schedules for workplace washroom facilities.
Educate stakeholders
- Provide employee training sessions that include the new definitions of workplace harassment and sexual harassment and updated worker protections.
- Communicate upcoming changes clearly to managers, ensuring leadership alignment.
Partner with trusted HR professionals
- Seek the guidance of trusted HR experts for advice on preparing for legislative changes.
- Leverage HRIS platforms that offer proven tools tailored for Canadian compliance, like Atlas, our Canadian-made human resources information system (HRIS).
How to stay ahead of compliance deadlines in the latest Working for Workers Act
- Regularly monitor updates and announcements from the government of Ontario online, or with automated updates from HR software like our Compliance Centre found on Atlas.
- Implement and manage employee records and training completions with user-friendly HR tools, like the personalized HRIS dashboards available on Atlas.
- Conduct regular reviews of HR and workplace health and safety policies.
What if an organization misses a Working for Workers Act 2025 deadline?
Not being prepared for compliance deadlines has serious consequences.
- Penalties and fines: Higher OHSA violation fines—now reaching up to $100,000 for individuals—make noncompliance a costly risk for your business.
- Legal issues: Expanded protection for workers increases the chances of legal claims if obligations aren’t met.
- Reputational damage: Falling short on compliance requirements can harm your reputation with your customers, employees, and job seekers.
Overcoming these challenges requires a proactive approach. Compliance is more than just meeting legislative requirements—it’s an opportunity to showcase your organization’s commitment to fairness, safety, and transparency. By concentrating on compliance, you build trust, demonstrate reliability, and position your organization as a leader in your industry.
This blogpost offers an overview of recent and upcoming requirements stemming from Ontario’s series of Working for Workers Acts so you can stay ahead of compliance issues, but it isn’t an exhaustive list of every change and update. Seek advice from your trusted HR professional or consider consulting legal counsel before amending policies. Further Working for Workers Act 2025 developments are ongoing with future deadlines coming into force beyond 2026. For more details, refer to the individual acts or seek trusted advice from our experts to fully understand your legislative obligations.
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Being proactive about implementing requirements under the Working for Workers Acts demonstrates to your team and the public that your organization prioritizes integrity. It builds trust, improves employee engagement, and positions your company as an employer of choice. From health and safety policies to HRIS modernization, our services and support ensure you stay ahead of changing legislation and create a workplace where employees thrive.
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