As we move through 2025, Ontario employers have another important legislative development to keep on their radar. On May 28, 2025, the Ontario government introduced Bill 30, Working for Workers Seven Act, 2025. If passed, this Bill would further amend key employment-related legislation in the province, including the Employment Standards Act, Occupational Health and Safety Act, and Workplace Safety and Insurance Act.

Here’s what you need to know about the proposed updates and upcoming compliance timelines.

1. Proposed Changes to the Employment Standards Act (ESA)

The Employment Standards Act, 2000 may be amended to enhance worker protections. These legislative changes are currently under review and awaiting Royal Assent.

Employers should be prepared for potential updates related to:

• Leave entitlements
• Job-protected leaves
• New compliance obligations

We will continue to provide updates as more details become available. For now, it’s a good time to review existing leave policies and practices to ensure they are compliant with current ESA requirements.

2. New Occupational Health and Safety (OHSA) Provisions

Ontario’s Bill 30 also proposes amendments to the Occupational Health and Safety Act, continuing the government’s efforts to modernize workplace safety obligations.

Key areas of focus may include:

• Psychological health and safety in the workplace
• Enhanced enforcement and penalties
• Additional training requirements

Workplace safety is more than just physical; employers should stay proactive in building a culture of safety and well-being.

3. Updates to the Workplace Safety and Insurance Act (WSIA)

Changes to the Workplace Safety and Insurance Act, 1997 are also being considered under Ontario’s Bill 30. These updates aim to improve:

• How benefits are administered
• Return-to-work expectations
• Claims and reporting mechanisms

If passed, these changes could impact how you manage workers’ compensation claims and your return-to-work protocols.

Don’t Forget: Previous Amendments Coming Into Effect

Even as Ontario’s Bill 30 is under review, other changes from earlier Working for Workers Acts are taking effect over the next few months. These include:

• Mandatory Naloxone Kits for high-risk workplaces
• Disconnecting From Work Policies for employers with 25 or more employees
• Licensing Requirements for temporary help agencies and recruiters

You can find more information about these obligations on the Ontario Ministry of Labour website.

How Ford Keast LLP Can Help

We know it can be difficult to keep up with changing legislation while managing your day-to-day operations. At Ford Keast LLP, our HR Consultant offers practical guidance to ensure your business remains compliant, and your people feel supported.

If you need help reviewing your employment policies, implementing updates, or just want a second opinion, we’re here for you.

Reach out to our HR Consultant to stay current on the latest legislative changes, best practices, and employer resources.

Let’s move forward with confidence, together.