On May 28, 2025, the Ontario government introduced the Working for Workers Seven Act, 2025 (“Bill 30”). This proposed legislation continues the province’s ongoing workplace reform agenda by introducing a range of legislative, regulatory, and policy initiatives aimed at enhancing workplace safety, strengthening worker protections, and improving labour market responsiveness.

If passed, Bill 30 will amend several key workplace statutes—including the Occupational Health and Safety Act [OHSA], the Employment Standards Act, 2000 [ESA], and the Ontario Immigration Act, 2015 [OIA]—and impose new obligations across multiple areas, particularly construction, recruitment, and digital job platforms.

Below, we outline the key proposals and their potential implications for Ontario employers.

Safer Workplaces: New Construction and Health & Safety Rules

Bill 30 proposes to enhance workplace safety by:

• Mandate Automated External Defibrillators (“AEDs”): AEDs would be required on construction projects with 20 or more workers and expected durations of three months or longer. A reimbursement program would offset purchase costs.
• Recognize Accredited Health and Safety Management Systems: The Chief Prevention Officer (“CPO”) would be authorized to require public infrastructure project owners, constructors, and employers to treat CPO-accredited health and safety management systems as equivalent in procurement processes.
• Introduce Administrative Monetary Penalties (“AMPs”): OHSA amendments would permit inspectors to impose AMPs for non-compliance, providing an enforcement mechanism for regulatory violations.

Anti-Fraud and Worker Protection Measures

Bill 30 proposes to protect injured workers and ensure fairness in the workers’ compensation system by:

• Increasing Penalties: Employers submitting false information, withholding payroll records, or evading Workplace Safety and Insurance Board obligations would face increased penalties.
• Combatting Fraudulent Job Advertisements: Employers using Job posting platforms would be required to implement mechanisms for reporting fraudulent or misleading advertisements to protect workers from scams and misinformation.
• Consultations on Emerging Issues: The government plans to consult on potential regulations for talent agents, managers, and representatives, as well as on employers’ access to electronic information, including potential enhancements to privacy protections.

Supporting Laid-Off Workers and Modernizing Employment Standards

Proposed Changes to the ESA

To support workers affected by tariff-related layoffs or mass terminations, Bill 30 proposes to require employers to provide:

• up to three unpaid days off for affected employees to attend job interviews or access employment services; and
• information on provincial job search and training supports.

Additionally, the ESA would be amended to permit temporary layoffs beyond the standard 35-week threshold in limited circumstances, provided both the employer and employee consent and approval is granted by the Director of Employment Standards.

Additional Workforce Development and Immigration Reforms

Bill 30 also proposes to address labour shortages and skills development by:

• Accelerating Training Infrastructure: The development of training centres under the Skills Development Fund Capital Stream would be expedited by exempting certain planning approvals.
• Prioritize Apprentice Hiring: The government will consult on requiring public infrastructure projects to prioritize hiring apprentices.
• Promoting Trades Access: Funding would be increased for mobile training units and experiential learning opportunities for youth would be enhanced.
• Amending the OIA: Inspectors would be authorized to conduct in-person interviews with immigration applicants. The legislation also grants the government more discretion to create or discontinue immigration streams based on labour market needs.
• Employer Portal Launch: A new online employer portal will launch in Summer 2025 to streamline applications to the Ontario Immigrant Nominee Program.

Key Takeaways for Employers

Bill 30 is currently at the First Reading stage in the Ontario Legislature and has not yet received Royal Assent. The proposals remain subject to change through the legislative process. We will continue to monitor the progression of Bill 30 and provide relevant updates as further details emerge.

This blog is provided as an information service and summary of workplace legal issues.

This information is not intended as legal advice.