HR Insights: What’s New in Legislation
As we welcome the warmer weather, May is a great time for fresh starts—not just for your garden, but for your workplace practices, too. The spring season often brings with it a renewed sense of energy, and this year, it also comes with several important legislation updates that will impact workplaces across Ontario.
Whether you’re managing a client relationship, leading a team, or simply want to stay informed, these changes are important to keep on your radar. More importantly, you’re not expected to navigate them alone. I’m here to help you make sense of what’s ahead and how to best support your clients and colleagues.
1. New Hire Information Requirements – Effective July 1, 2025
Starting this summer, Ontario employers with 25 or more employees will be required to provide specific written information to new hires before their first day of work. This includes:
- Legal name of the employer
- Contact details
- Work location
- Start date
- Wage rate and pay frequency
- Expected hours of work
Why this matters: It’s all about transparency and fairness. Providing clear terms of employment upfront helps reduce confusion, improve onboarding experiences, and strengthen the employer-employee relationship. This is a great time to review your client templates or onboarding processes. If you need help with that, let’s chat—I can provide or review templates that meet the new compliance standards. For more information visit: https://www.ontario.ca/document/your-guide-employment-standards-act-0/recent-changes
2. New Long-Term Illness Leave – Effective June 19, 2025
A new job-protected leave under the Employment Standards Act (ESA) will entitle employees to take up to 27 weeks of unpaid leave due to a serious medical condition. This provides better alignment with federal EI sickness benefits and supports employees during periods of prolonged illness.
Why this matters: This change enhances job protection for employees experiencing health challenges. It’s important that workplace policies and benefit plans are reviewed to reflect this update. If your clients need help understanding how this impacts their leave policies or accommodation practices, I’m available to support you and them in getting it right. For more information, visit: https://www.ontario.ca/document/your-guide-employment-standards-act-0/recent-changes
3. OHSA Amendments – Effective July 1, 2025
The Occupational Health and Safety Act (OHSA) is also seeing some timely changes. A notable update includes a requirement for employers to maintain clean and sanitary washroom facilities and keep cleaning records that can be made available upon request.
Why this matters: These updates might seem straightforward, but they reflect a broader focus on employee well-being and workplace hygiene. This can impact how cleaning schedules are managed, what signage is posted, and even how responsibilities are delegated. I can assist in updating your health and safety policies to include these new expectations. For more information: https://www.ontario.ca/laws/statute/90o01
Why These Changes Matter – and How We Can Help
Legislation updates are often met with a mix of concern and confusion. What do we have to do? When do we need to act? What happens if we don’t?
That’s exactly where I come in.
As your internal HR partner, we are here to:
- Break down these changes into plain language
- Provide templates and resources
- Support you with client questions or updates
- Help you plan policy revisions and communication strategies
- Ensure you feel confident in advising or supporting those you work with
Whether it’s a quick consult or hands-on help with policy reviews, consider me your go-to for anything HR-related.
Looking Ahead: A Season for Refresh and Renewal
Spring is also a great time to take stock of your current HR practices—both internally and with your clients. This could mean:
- Revisiting handbooks and making sure they reflect the latest ESA changes
- Encouraging clients to conduct internal audits of their onboarding or safety procedures
- Starting conversations around summer scheduling, vacation planning, and workplace wellness
Remember, small proactive steps today can help avoid much larger headaches down the line.
HR Support Is Just a Conversation Away
Change is constant, but you don’t have to face it alone. If you’re unsure how these legislation changes impact your work or your clients, Ford Keast LLP’s HR Consulting is here to support lyou—whether it’s reviewing documentation, drafting communications, or simply offering advice.
Let’s make this season one of clarity, compliance, and confident leadership. Connect with our HR Consulting expert today to help you and your business. Contact us online or by telephone at 519-679-9330.
