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Ontario Introduces Bill 30, Working for Workers Seven Act, 2025: What Employers Need to Know

May 29, 2025
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On May 28, 2025, the Ontario government introduced Bill 30, the Working for Workers Seven Act, 2025 (“WFW7A”). 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, the WFW7A will amend several key workplace statutes—including the Occupational Health and Safety Act [OHSA], the Employment Standards Act, 2000 [ESA], and the Workplace Safety and Insurance Act [WSIA]—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.

Proposed Changes to the ESA

The WFW7A includes several changes to the ESA, focused on injured workers, false job postings, and job transition supports:

  • Reporting Fraudulent Job Advertisements: Employers using job posting platforms would be required to implement mechanisms to report fraudulent or misleading advertisements.
  • Consultations on Emerging Issues: The government plans to consult on potential regulations regarding talent agents, managers, and representatives. Consultations will also address employers’ access to electronic information, including potential enhancements to privacy protections.
  • Updated Leave Requirements: The ESA would be amended to require employers to provide:
  • up to three unpaid days off for employees that receive notice of termination to attend job interviews or access employment services; and
  • information on provincial job search and training supports.
  • Extended Temporary Layoffs: In limited circumstances, temporary layoffs could exceed the standard 35-week threshold, provided both the employer and employee consent and the Director of Employment Standards grants approval.

Proposed Changes to the OHSA and WSIA

The WFW7A proposes changes to the OHSA and WSIA, including:

  • Mandatory Automated External Defibrillators (“AEDs”) on Construction Sites: AEDs would be required on construction projects with 20 or more workers and an expected duration of three months or longer. A reimbursement program would help offset purchase costs.
  • Recognition of Accredited Health and Safety Management Systems: Accredited systems would need to be recognized as equivalent during procurement processes.
  • Introduction of Administrative Monetary Penalties (“AMPs”): OHSA amendments would permit inspectors to impose AMPs for non-compliance, providing an enforcement mechanism for regulatory violations.
  • Increased Penalties for Non-Compliance: Employers who submit false information, withhold payroll records, or evade Workplace Safety and Insurance Board obligations would face increased penalties.

Additional Legislative Reforms

Additional proposed reforms under the WFW7A include:

  • Exemptions for Training Infrastructure: The development of training centres under the Skills Development Fund Capital Stream would be expedited by exempting certain planning approvals.
  • Consultations On Apprentice Hiring: The government will consult on requiring public infrastructure projects to prioritize hiring apprentices.
  • Increased Funding for Trades Access: Funding would be increased for mobile training units and experiential learning opportunities for youth.
  • Changes to 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

The WFW7A 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 the WFW7A and provide relevant updates as further details emerge.nd 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.

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