Bill 30, the Working for Workers Seven Act, 2025
Ontario’s newly introduced Bill 30, the Working for Workers Seven Act, 2025, proposes updates to several pieces of legislation, including the Employment Standards Act, 2000 (ESA), the Occupational Health and Safety Act (OHSA), and the Workplace Safety and Insurance Act, 1997 (WSIA). Bill 30 continues Ontario’s effort to modernize employment laws and address workplace health and safety challenges. Its provisions cover key areas such as employment standards, workplace safety, the Workplace Safety and Insurance Board (WSIB), and more.
The proposed changes introduced by Bill 30 are critical for employers and HR professionals to understand, as they will affect key aspects of workplace compliance and employee management. Staying informed on these developments ensures your organization remains aware of changing requirements, promoting a safe and compliant workplace.
This blogpost provides a brief overview of the proposed provisions outlined in Bill 30, focussing on the most significant updates for employers. It also examines the potential implications for employers, offering clear insights to help organizations navigate these changes confidently.
Below is an overview of the key proposed amendments and their potential impacts on employers. It’s important to note that since Bill 30 has only been introduced and is still proceeding through the legislative process, the proposed amendments discussed below are not currently in force.
Employment Standards Act, 2000 (ESA)
Bill 30 introduces several proposed amendments to the ESA:
New job seeking leave: Bill 30 introduces a new job seeking leave to support employees who are part of a mass termination involving 50 or more employees. The protected leave would provide affected employees with up to three days of unpaid leave for job-seeking activities related to securing new employment, including job searches, attending interviews, and participating in training programs.
Extended layoffs: Currently, temporary layoffs can last up to 13 weeks within a consecutive 20-week period or up to 35 weeks within a consecutive 52-week period in certain circumstances. Bill 30 allows for temporary layoffs to extend beyond 35 weeks within a consecutive 52-week period; however, the extended layoff must not exceed 52 weeks within a consecutive 78-week period. To qualify as an extended layoff, employers must:
- Ensure written agreement between the employer and employee; and
- Receive approval from the Director of Employment Standards.
Job posting platforms: With Bill 30, operators of job posting platforms (an online platform that displays publicly advertised job listings) must adhere to established standards to ensure the integrity and reliability of job postings. A person who operates a job posting platform must:
- Develop, and prominently display on the job posting platform, procedures for users to report fraudulent job postings directly to the platform operator; and
- Create, and post on the job posting platform, a written policy addressing fraudulent publicly advertised job postings.
It’s important to note that these requirements do not apply to single-employer platforms. A single-employer platform is considered a platform operated by an employer that only advertises positions with that employer.
Occupational Health and Safety Act (OHSA)
Bill 30 introduces several proposed amendments to the OHSA:
New administrative penalty scheme: Bill 30 introduces a new administrative monetary penalty scheme under the OHSA. This scheme gives inspectors the power to issue administrative penalty notices and administrative penalties for contraventions of the OHSA. Administrative penalty amounts and criteria will be prescribed in future regulations. Currently, the OHSA does not include any provisions for administrative penalties, making this a significant development in ensuring compliance and accountability.
Defibrillator reimbursement: Bill 30 also introduces a provision for employers required to equip their workplace with a defibrillator under the OHSA to receive reimbursement from the WSIB. The legislation also provides a definition of what a “defibrillator” entails.
Workplace Safety and Insurance Act, 1997 (WSIA)
Bill 30 also proposes several changes to the WSIA:
New administrative penalties: Bill 30 introduces administrative penalties for employers who:
- Make false or misleading statements or representations to the WSIB in connection with an employee’s claim for benefits;
- Fail to keep accurate employee wage records or who fail to produce these records upon request; or
- Fail to pay premiums when due.
These administrative penalties would be in addition to any penalty imposed by a court.
New criminal offence: Bill 30 also creates a new offence for employers who fail to calculate and remit premiums to the WSIB. This must be done in accordance with section 88 of the WSIA. If an employer is convicted, they may also be ordered to pay any outstanding premiums owed to the WSIB.
How does the Bill 30, the Working for Workers Seven Act affect employers?
Bill 30 represents a shift in employer accountability and protections for employees. For employers, this means:
- New compliance obligations: Staying ahead of the proposed changes requires frequent reviews of HR policies and procedures and health and safety programs to remain compliant.
- Proactive and transparent HR: Maintaining transparency about potential changes that affect employees, such as the newly proposed job seeking leave, is essential for cultivating a work environment based on trust and transparent communication.
- Higher penalties: With new administrative penalties being introduced, as well as a new offence under the WSIA, employers must remain diligent with workplace safety standards to protect employees and the organization.
Employers should act quickly to educate leadership and employees about these latest developments. Preparing for any necessary updates to policies or procedures is also a great proactive step to take. Being open about changes that may affect your workers helps leaders build trust with employees and enhances the organization’s reputation.
Keeping up with progress of the Working for Workers Seven Act
Keeping up with legislative developments can feel overwhelming. Moreso when significant legislation, such as Bill 30, could have serious impacts on HR and health and safety. Understanding what changes mean for your organization is key to staying compliant and prepared. Here are expert tips to help you monitor these updates.
- Monitor updates from the government of Ontario: Regularly check trusted government sources for the latest legislative developments and compliance requirements.
- Seek professional advice: Rely on the advice of an HR professional or partner with HR experts for updates.
- Use HR technology: Tools, like automated HR software, have features that help ensure you’re always aware of developments in legislation.
- Check the Compliance Centre: For existing clients, our Compliance Centre provides information updates on the progress of Bill 30.
Legislation is constantly evolving—get proactive and mitigate future risks
Bill 30, the Working for Workers Seven Act, 2025, underscores the importance of labour protections. It also highlights how essential proactive role businesses must play in delivering them. By introducing new changes related to fraudulent job postings, temporary layoffs, workplace safety, and employee support, Bill 30 is setting a new standard for Ontario workplaces.
Navigating these changes doesn’t have to strain your organization. Partner with us to remain compliant without stressing about updates and changes. Our expertise helps you adapt policies, streamline documentation, and safeguard your business.
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Dealing with ongoing legislative changes can feel overwhelming, but you don’t have to do it alone. Our team of HR experts monitors the legislation in every jurisdiction, so you don’t have to.
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