Yes, you read that right—the Government of Ontario is on its seventh round of edits of employment-related statutes. The Working for Workers Seven Act, 2025, a sweeping omnibus bill aimed at reforming key employment rights for workers in Ontario, is currently moving through the legislature. We will provide you with a snapshot of some of the legislation’s key developments.

Highlights from the Working for Workers Seven Act, 2025

The Act proposed amendments to the following legislation:

1. Employment Standards Act, 2000 (ESA)

• Job Posting Platform Oversight: Online job boards must implement tools for users to report fraudulent job postings and maintain a public-facing anti-fraud policy.

• Job-Seeking Leave: Employees receiving mass termination notice (50 or more employees) are now entitled to up to three unpaid days off to search for new employment.

• Extended Lay-Offs: Employers and employees may agree to lay-offs lasting up to 35 weeks in a 52-week period, extendable with Director approval, provided the total lay-off period does not exceed 52 weeks in 78 weeks. This is intended to create flexibility while preserving employee rights.

• Record-Keeping: New record retention obligations apply for extended lay-off agreements and anti-fraud policies.

2. Occupational Health and Safety Act (OHSA):

• Defibrillator Costs: Employers required to install defibrillators can be reimbursed by the Workplace Safety and Insurance Board (WSIB).

• Administrative Penalties: Inspectors may now impose monetary penalties for non-compliance, without requiring prosecution.

• Equivalency in Safety Systems: Accredited health and safety systems are to be treated as equivalent, streamlining compliance for employers using recognized programs.

3. Workplace Safety and Insurance Act, 1997 (WSIA):

• False Claims: Employers are prohibited from making misleading statements about claims and can face administrative penalties.

• Enhanced Fines: Fines of up to $750,000 per conviction may apply in cases involving multiple offences.

• Aggravating Factors: Courts must consider repeat violations and previous convictions when determining penalties.

4. Planning and Municipal Law Changes:

• The City of Toronto Act, Planning Act, and Municipal Act have been amended to give the province the power to override local planning authority for projects related to training or skills development, provided they are partially provincially funded. 

Take-Away: The Law is Quickly Changing 

The Working for Workers Seven Act, 2025, continues Ontario’s trend of pro-labour legislation, introducing meaningful changes to job protections, workplace safety, and employment standards while simultaneously supporting skills development and regulatory flexibility. Businesses and workers alike should carefully review the implications, particularly those involved in mass terminations, recruitment, and health and safety compliance.

In today’s fast-changing legal environment, compliance isn’t optional—it’s essential. From shifting workplace norms to new statutory obligations, your business needs practical, up-to-date advice to manage risk and lead with confidence. We help employers navigate emerging challenges, strengthen policies, and resolve disputes—before they escalate.

Let’s future-proof your workplace. Contact us to ensure your practices keep pace with the law.

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