If you’re working in Ontario or just starting a new job, there are major changes to the Employment Standards Act (ESA) that could affect your rights. These new rules, effective as of July 1, 2025, are part of the province’s broader push to modernize workplace protections under its Working for Workers legislative initiative.

From onboarding documentation to long-term illness leave and cleaner workspaces, these updates place more responsibility on employers and provide Ontario workers with more transparency and legal protection. If you’re unsure how these new laws apply to your situation, now is the time to learn what you’re entitled to and how to protect your rights at work.

New Job? You Must Now Receive Basic Information in Writing

Under the ESA changes now in force, employers with 25 or more employees are legally required to give new hires a written document outlining specific job details. This must be provided ideally before the first day of work, or as soon as possible after.

The required information includes:

  • The employer’s legal name and contact information
  • The location where the employee will perform their work
  • The employee’s starting wage or commission rate
  • The schedule for when and how wages will be paid
  • The number of hours the employee is expected to work each week

These ESA change ensures greater transparency and reduces the risk of future misunderstandings about job terms. If you’ve started a job without receiving this documentation, your employer may not be complying with Ontario’s updated employment standards.

This is no longer just a best practice, it’s now a legal obligation under the Employment Standards Act.

Long-Term Illness Leave Is Now Protected

A new form of unpaid job-protected leave has also been introduced. Employees who have worked for at least 13 weeks now have the right to take up to 27 weeks of unpaid leave to recover from a serious medical condition. To qualify, you may need to provide a medical certificate from a qualified health professional under the new ESA changes.

If you are ill and your employer is pressuring you to resign, refuses to accommodate your leave, or penalizes you in any way, that could be a violation of your rights under the new ESA changes. This kind of behaviour could even amount to constructive dismissal, and you may be entitled to compensation or severance.

Digital Platform Workers Get New Protections

Gig workers and those working through app-based platforms such as ride-sharing, food delivery, or courier services are also now covered by new legislation: the Digital Platform Workers’ Rights Act. Effective July 1, 2025, this law sets minimum standards for pay, transparency, scheduling, and dispute resolution.

If you work through a digital platform and have experienced sudden termination, unclear pay structures, or inconsistent shifts, you may now have legal grounds to challenge unfair treatment. Ontario is among the first provinces to bring in such targeted protections for platform-based workers—and employers must comply.

Cleaner, Safer Workplaces Now Legally Required

Workplace hygiene rules have also changed. Employers and operators, including construction sites, are now legally required to ensure that washrooms are clean and sanitary, and to maintain a record of the last two cleanings. This applies not only to office settings but also to industrial and mobile workplaces.

Starting January 1, 2026, these cleaning records must be posted clearly near the washroom or be made digitally accessible to employees. If your worksite lacks clean or properly maintained facilities, that’s no longer just unpleasant—it may be illegal.

What’s Coming Next: January 2026 Hiring Reforms

While the changes above are already in effect, several more reforms will come into force on January 1, 2026. These include mandatory pay transparency on job postings, a ban on requiring “Canadian work experience” unless it’s truly necessary, and a new requirement for employers to disclose if artificial intelligence is used in the hiring process.

Employers will also be required to respond to interviewed job candidates within 45 days and retain job posting records for three years. These changes aim to create more fairness and transparency in the hiring process, especially for newcomers and marginalized job seekers.

What This Means for Ontario Employees

Whether you’re entering a new job, recovering from illness, working in the gig economy, or applying for positions, these ESA changes could affect your rights. If your employer hasn’t updated their practices to align with the new legislation, you could be at risk of being shortchanged, mistreated, or denied legally guaranteed entitlements.

For many employees, these new laws create the opportunity to ask important questions:

  • Were you given written details before starting your role?
  • Has your long-term illness leave been respected?
  • Are you working under fair and transparent conditions if you’re on a digital platform?
  • Is your workplace following hygiene rules under the law?

If you’re unsure or if something doesn’t feel right, it’s a good time to consult an employment lawyer.

Talk to a Toronto Employment Lawyer Today

These new ESA changes offer better protections, but only if you know your rights and act when those rights are violated. At Lecker & Associates, we exclusively represent employees—not employers, and we’ve helped thousands of Ontario workers stand up for their rights against unfair treatment.

If your employer is not complying with the new ESA changes, or if you’re unsure whether your situation qualifies for legal action, we can help. We’ll review your case and help you understand what you’re entitled to under Ontario law.

📞 Call 647-696-7992 or book a no-charge initial assessment today.