What Ontario’s New “Working for Workers” Bill Means for Your Business

On May 28, 2025, the Ontario government introduced Bill 30: The Working for Workers Seven Act.

If passed, it will make changes to three major workplace laws: 

• The Employment Standards Act (ESA) 

• The Occupational Health and Safety Act (OHSA) 

• The Workplace Safety and Insurance Act (WSIA)

  
  

While that might sound like heavy legal reading, the big picture is clear: more accountability, stronger worker protections, and tighter enforcement for employers. 

Here’s what small and mid-sized business owners need to know. 

1. Changes to the Employment Standards Act (ESA) 

Job Posting Platforms  For the first time, job boards will need to put processes in place to deal with fraudulent job postings. They’ll need clear policies and reporting tools posted right on their platforms. 

What this means for you: If you’re posting jobs, expect tighter oversight. Make sure your postings are legitimate, accurate, and easy to support with documentation. 

Job-Seeking Leave During Mass Terminations  If your business ever goes through a mass termination, employees will now be entitled to up to three unpaid days off to job hunt—unless you’re providing enough termination pay upfront. 

What this means for you: If layoffs are unavoidable, plan for this extra leave time or budget for proper termination pay. 

Longer Temporary Layoffs  Non-unionized employees could now be laid off for up to 52 weeks (instead of 35) within a 78-week period—if both parties agree and the Ministry approves. 

What this means for you: Review your contracts and policies. Don’t assume a longer layoff is automatically allowed without employee consent. 

2. Changes to Health & Safety Rules (OHSA) 

Faster Fines for Safety Violations  Inspectors will be able to hand out administrative penalties on the spot, without going through a full court process. 

What this means for you: Expect quicker enforcement. Regular training and proactive safety practices are more important than ever. 

Defibrillator Reimbursements  Some employers required to install defibrillators may be able to get costs reimbursed by the WSIB.

What this means for you: Keep receipts and watch for WSIB updates. 

Recognized Safety Systems  Accredited safety systems will now “count” as compliant under OHSA. 

What this means for you: If you’re already using an approved system, you’ll benefit from clearer recognition and less duplication. 

3. Changes to Workplace Safety & Insurance (WSIA) 

Stricter Penalties for Non-Compliance 

• Fines for false WSIB statements, missing wage records, or unpaid premiums are going up—up to $750,000 per offence in some cases. 

• Courts will also consider your compliance history when setting penalties.

What this means for you: Make sure your wage records, WSIB premiums, and claims reporting are accurate and up to date. 

What Employers Should Do Now 

Bill 30 isn’t law yet, but the trend is clear: more oversight and bigger consequences for non-compliance. Now is the time to: 

• Review employment contracts and layoff clauses. 

• Tighten up your hiring and job posting practices. 

• Refresh health & safety training and documentation. 

• Double-check your WSIB reporting and record-keeping. 

The Bottom Line 

The Working for Workers Seven Act is another signal that Ontario is putting employees first and cracking down on gaps in employer compliance. For SMBs, it’s not about fear—it’s about being prepared. 

At A&A Consulting, we help small and mid-sized businesses cut through the legalese and get practical, people-focused solutions in place.