Bill 30 Ontario: An Employer's Guide to the Working for Workers Seven Act

On May 28, 2025, the Ontario government introduced Bill 30 (also referred to as the Working for Workers Seven Act, 2025). Bill 30 proposes amendments to three key workplace statutes to protect Ontario workers and the economy from the impact of the US tariffs.

If passed, Working for Workers Seven Act will create new compliance obligations and penalties that will impact how Ontario businesses operate.

This blog provides information on the key changes proposed under Bill 30 to Ontario’s Employment Standards Act, 2000 (ESA), Occupational Health and Safety Act (OHSA), and the Workplace Safety and Insurance Act.

Employer Obligations Under Bill 30 Ontario: Employment Standards Act Changes

Mass termination support requirements

Employers conducting mass terminations involving 50 or more employees will have to provide affected workers with up to three unpaid days of leave for job-seeking activities. This leave covers time-off needed for job interviews, employment service appointments, and related activities. Employers are entitled to request reasonable evidence to corroborate job-seeking needs. However, this entitlement does not apply when employers provide termination pay instead of notice for more than 25% of the required notice period.

For employers, this means additional administrative burden in tracking and approving job-seeking leave requests. Companies will also have to prepare to provide information about government retraining and job search programs to terminated employees.

Extended temporary layoff provisions

Bill 30 proposes to amend the Ontario Employment Standards Act to allow for extended temporary layoff period. Employers would be permitted to lay off non-unionized employees up to 52 weeks in a consecutive 78-week period, but subject to specific conditions. This extension requires agreement from both employer and employee, plus approval from the Director of Employment Standards, as well as for any layoff which is longer than 35 weeks in a consecutive 52-week period.

This change would give employers more flexibility during economic downturns while maintaining employment relationships. However, employers will have to carefully document these arrangements and follow proper procedures to avoid constructive dismissal claims.

Job posting platform requirements

Bill 30 proposes stringent accountability measures for job posting platforms. Operators must implement mechanisms for users to report fraudulent job postings, maintain written internal policies addressing fraud, and display these policies conspicuously where users can easily access them. While this primarily affects platform operators, employers using these services will have to be prepared for enhanced scrutiny of job postings and potential delays in posting processes.

Occupational Health and Safety Act: Enhanced Enforcement and New Requirements

Administrative penalty system

Bill 30 introduces a new Part IX.1 establishing an administrative penalty scheme. OHSA inspectors will gain authority to issue penalty notices for non-compliance, with fine amounts to be determined by regulation. Employers who pay these penalties cannot be charged with quasi-criminal offences for the same contravention.

This represents a fundamental shift in OHSA enforcement, potentially increasing the likelihood of employers facing monetary penalties for health and safety violations. Companies will have to prepare for more immediate financial consequences for non-compliance rather than lengthy court proceedings.

Defibrillator requirements and reimbursement

Construction projects with 20 or more workers lasting three months or longer must now have Automated External Defibrillators (AEDs) on-site. The Workplace Safety and Insurance Board (WSIB) will offer reimbursement programs to offset purchase costs.

This requirement responds to data, which shows that over 15% of construction inspection reports involved cardiac incidents. Employers in construction must budget for AED purchases and train staff on their use, though reimbursement programs will help offset costs.

Workplace Safety and Insurance Act: Stricter Penalties and Enforcement

Enhanced fraud prevention

Bill 30 proposes new prohibitions against employers making false or misleading statements to the WSIB regarding benefit claims. This includes a new criminal offence for failing to pay premiums under section 88 of the WSIA.

Employers must ensure all WSIB communications are accurate and complete. False statements will soon carry both administrative penalties and potential criminal charges.

Increased financial penalties

Maximum fines increase dramatically to $750,000 per conviction for employers convicted of multiple counts of the same offence in a single legal proceeding. Bill 30 also establishes mandatory aggravating factors including previous convictions, multiple convictions in the same proceeding, and history of non-compliance.

Administrative penalties expansion

Under Bill 30, new administrative penalties will apply to employers who make false statements to the WSIB, fail to maintain accurate wage records, or miss premium payments. These penalties will complement existing court-imposed penalties, creating multiple enforcement mechanisms.

Do you have questions about Bill 30 and how the proposed changes might affect your business?

Call us for free guidance. Our experts can answer your questions, help you write new policies, update your company handbooks, and support you with any other HR, health and safety, or employment matters that arise.

To learn more about how our services can benefit your business, call an expert today at 1 (833) 247-3652