Ontario’s Working for Workers Acts have steadily reshaped workplace law over the past several years. Since 2021, these legislative changes have amended a number of key employment statutes, including the Employment Standards Act, 2000 (ESA).

For employers across the province, these changes present new compliance requirements and practical challenges in hiring, leave entitlements, job postings, and more.

As of June 2025, some amendments are already in effect. Others are set to roll out over the coming months. Below is a summary of what Ontario employers need to know—and prepare for.

Long-Term Illness Leave Now In Effect

Effective: June 19, 2025

Ontario’s Working for Workers Six Act, 2024 introduced a new unpaid long-term illness leave, now in force.

Key Details:

  • Duration: Up to 27 weeks of leave in a 52-week period
  • Eligibility: Employees with at least 13 weeks of continuous employment
  • Medical Documentation: A certificate from a qualified health practitioner confirming a serious medical condition and the period the employee is unable to work

This leave does not need to be taken consecutively, which may create scheduling and operational challenges. If the condition persists or a new condition arises, additional certificates may be used—provided the 27-week cap has not been exceeded in the same 52-week period.

What Employers Should Do:

  • Align policies with the ESA provisions
  • Review short- and long-term disability programs
  • Plan for possible intermittent leave use
  • Ensure compliance with the Human Rights Code for accommodation and return-to-work planning

Written Information Requirements for New Hires

Coming Into Force: July 1, 2025

Starting July 1, 2025, Ontario employers with 25 or more employees must provide new hires with a prescribed set of written information.

Required Information:

  • Legal and business names of the employer
  • Contact details (address, phone number, key contact person)
  • Anticipated work location
  • Starting wage, pay period, and pay day
  • General description of initial hours of work

This information must be provided before the first day of work or as soon afterward as reasonably possible. This requirement does not apply to assignment employees hired through temporary help agencies, who already receive mandated disclosures under the ESA.

What Employers Should Do:

  • Integrate required information into employment agreements or onboarding documents
  • Train HR teams to ensure timely delivery
  • Maintain consistent language to preserve the integrity of employment contracts

Click to Call an Employment Lawyer: 1-800-771-7882

Rights for Digital Platform Workers

Effective Since: July 1, 2025

As part of Ontario’s Working for Workers Acts, new minimum standards for digital platform workers—including app-based rideshare drivers, food delivery couriers, and other gig workers—will come into effect on July 1, 2025.

This set of rules applies to individuals performing platform work who are not considered employees under traditional ESA definitions. The changes aim to extend basic protections to these non-standard workers.

Key Protections:

  • Written terms outlining pay structure, assignments, and dispute resolution processes
  • Minimum wage for “active hours,” aligned with Ontario’s general ESA minimum wage
  • Notice of removal from the platform based on the amount of active work performed
  • Access to information about how compensation and assignments are determined

These measures represent a shift toward greater regulation of Ontario’s growing gig economy and reflect the government’s intention to close gaps in coverage for non-traditional workers.

For a deeper look at what these changes mean, see our full article: Rights for Digital Platform Workers in Ontario

New Rules for Public Job Postings

Effective: January 1, 2026

Additional ESA amendments will soon take effect, requiring new disclosures and restrictions for publicly advertised job postings by employers with 25 or more employees.

Key Requirements:

  • Pay Transparency: Compensation or pay range must be posted (range must not exceed $50,000 unless the top exceeds $200,000)
  • No Canadian Experience Requirement: Postings or application forms must not request Canadian experience
  • Vacancy Disclosure: Must confirm whether the posting relates to a current vacancy
  • AI Disclosure: Must indicate if artificial intelligence is used to screen or assess applicants
  • Candidate Notification: Employers must inform all interviewed applicants of the outcome within 45 days of their final interview
  • Record Keeping: Copies of job postings, application forms, and interview-related communications must be retained for three years

Action Items:

  • Audit and update job posting templates
  • Ensure AI screening processes are disclosed where applicable
  • Develop internal protocols for documenting and notifying interviewees

Upcoming Leave for Adoptive and Surrogate Parents

Effective Date: To Be Announced

A new “placement of a child” leave is also coming under the ESA. This 16-week unpaid leave is available when a child is placed in an employee’s custody for the first time through adoption or surrogacy.

Overview:

  • Available to employees with 13 weeks of continuous service
  • Leave must be taken as a single continuous period
  • The 16 weeks may be shared between parents, but cannot be doubled
  • This leave is in addition to parental leave
  • Only one leave per placement event, even if multiple children are placed on the same day

Employers with pregnancy or parental leave top-up plans should assess whether and how this new leave will be covered, particularly where benefits are governed by collective agreements or long-standing policies.

Staying Ahead of ESA Compliance

Ontario employers are facing a busy legislative calendar. With some changes already in force—and others on the way—now is the time to review your workplace policies, hiring practices, and leave administration processes.

At Achkar Law, we help employers across Ontario assess legal risk and update their practices in line with the latest requirements under the ESA and Human Rights Code. If you have questions about these changes or need legal advice tailored to your organization, we are ready to assist.

Call 1-800-771-7882 | email info@achkarlaw.com

The article in this client update provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Achkar Law Professional Corporation and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Achkar Law Professional Corporation. ©

Workplace Law Topics
Employers –  Labour and Employment Law Compliance, Employment Agreements, Independent Contractor Agreements

Employees – Employment Contract Review, Independent Contractors

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