Employment laws in Ontario continue to evolve, and it can be challenging for employers to stay ahead of the changes. Even if nothing feels urgent, there are several important updates in 2025 that business owners should be aware of, with more on the horizon in 2026.
Here’s a breakdown of the most relevant changes.
Long-Term Illness Leave
Effective June 19, 2025
Employees with at least 13 weeks of service are now entitled to up to 27 weeks of unpaid leave within a 52-week period for a serious medical condition. Employers may request a certificate from a qualified health practitioner. For more information: Ontario.ca or Fordkeast.com
Written Employment Information for New Hires
Effective July 1, 2025
Employers with 25 or more employees must provide all new hires with written details before or as soon as reasonably possible after their start date, including:
- Employer’s legal and operating names
- Contact information
- Initial work location and hours
- Starting wage or commission rate
- Pay period and payday schedule
For more information: Ontario.ca or Fordkeast.com
Right to Disconnect Policy
Currently in effect for employers with 25+ employees
A written policy on disconnecting from work is required. This ensures employees know when they are (and are not) expected to engage in work-related communications outside regular hours.
For more information: Ontario.ca or Fordkeast.com
Minimum Wage Increase
Effective October 1, 2025
Ontario’s new minimum wage rates:
- General minimum wage: $17.60/hour
- Student minimum wage: $16.60/hour
Employers should update payroll systems and adjust contracts as needed. For more information: Ontario.ca
Enhanced Job Posting Obligations
Effective January 1, 2026
For employers with 25+ employees, new job posting rules will apply:
- Pay transparency – compensation or a range must be included
- Ban on requiring “Canadian experience”
- Disclosure if AI is used in applicant screening
- Clarification if the posting reflects a genuine vacancy
- Notify all interviewed candidates of outcomes within 45 days
- Retain postings and applicant documentation for three years
For more information: Ontario.ca or Fordkeast.com
What Employers Should Do Now
- Review and update new hire documentation and templates
- Ensure a disconnecting-from-work policy is in place
- Prepare payroll for the minimum wage increase
- Plan for job posting transparency and documentation rules in 2026
Contact Ford Keast LLP in London for Information on Ontario Employment Law for 2025-2026
By staying proactive, employers can remain compliant while also supporting a positive workplace culture. These updates are not just legal requirements; they are opportunities to refine policies and improve the employee experience.
If you need guidance on how these changes may impact your business, or support in updating policies and documentation, please contact our expert HR Consultant online or by telephone at 519-679-9330 ext. 460 to help support you and your business.
