Employment law in Ontario is rarely static, and Bill 30, the Working for Workers Seven Act, 2025, is the latest chapter in that ongoing story. The legislation introduces adjustments to layoffs, how job postings are policed, workplace safety rules enforced, and how WSIB handles non-compliance.
Think of it less as a rewrite of the rulebook and more as a few new footnotes worth reading closely. We consulted Caravel Employment Lawyer Peter Vlaar to walk you through these footnotes.
What is this Bill?
At a high level, Bill 30 sets out to accomplish these five things:
- Cracks down on fraudulent job postings
- Creates a new unpaid “job seeking leave”
- Legalizes longer temporary layoffs
- Adds bite to OHSA and WSIB enforcement
- Fast-tracks provincial training infrastructure
How does it impact Employees?
Terminations:
For employees, Bill 30 introduces several changes designed to provide greater flexibility and clarity during periods of transition. One notable update is the introduction of up to three unpaid “job-seeking” days in prescribed circumstances, allowing individuals to plan, prepare, and attend interviews while on working notice. This recognizes that notice periods are often a time of transition, rather than business as usual.
This new leave is available where at least 50 employees receive notice of termination under the ESA’s group-termination provisions. It is not available where the employer terminates with pay in lieu only or with working notice equal to 25% or less of the required notice.
For non-unionized employees, the longer layoff provisions mean having the option of remaining “attached” to the employer for a longer period of time, which can have advantages for employees who want to preserve their seniority or benefits.
However, this is optional, the employee cannot later withdraw consent, and the employer must obtain approval from the Director of Employment Standards. Workers should consider obtaining independent legal advice before agreeing to such requests by an employer.
WSIB:
Employees are also set to benefit from safer workplaces through stronger penalties for employers who mislead or lie to WSIB with respect to workplace accidents. This should translate to smoother processing of injury claims by workers and less pressure to forego reporting.
Bill 30 introduces administrative penalties for false or misleading statements, failures to provide required information, and failures to pay premiums, and creates a new offence for non-payment of premiums, with fines that can be as much as $750,000.00 per count where there are multiple convictions in the same proceeding.
Job postings:
Finally, in an effort to tackle fraudulent and misleading job postings, Bill 30 requires job posting platforms to have clear mechanisms for reporting fraudulent postings and to publish a policy on how such reports are handled. This is to reduce job-posting scams and create more transparency for job seekers.
How does it impact Employers?
For employers, these changes are important to be aware of not only for technical compliance but also for how they manage risk, culture, and brand.
Mass terminations and job seeking leave:
Employers conducting group terminations now need to build job‑seeking leave into their planning. That means updating termination playbooks to address:
- how employees request the leave;
- what “reasonable evidence” will be required;
- how partial‑day absences will be treated; and
- how productivity expectations will be managed during the notice period.
Extended layoffs – more flexibility, more tracking:
Bill 30 gives non‑union employers limited flexibility to extend temporary layoffs beyond the usual ESA thresholds, but only where the employee agrees in writing and the Director approves.
This requires:
- Standardized extended‑layoff agreement templates;
- Careful tracking of 35‑week / 52‑week and 52‑week / 78‑week windows, including for employees without regular work weeks; and
- Clear communication about recall dates and the fact that consent cannot be withdrawn.
Job posting platforms and brand risk:
For employers that operate or partner with a job board or multi‑employer HR platform, it is now essential to ensure there is a visible fraud‑reporting mechanism and a compliant written anti‑fraud policy. Employers that simply use third‑party platforms should still be mindful of potential scams involving their job postings and may wish to ask vendors how they are complying with these requirements.
OHSA and WSIB – enforcement with teeth:
Employers concerned about rising costs of doing business will want to pay close attention to the significantly increased penalties and enforcement powers under OHSA and WSIB.
Inspectors now have authority to issue administrative penalty notices within prescribed ranges – something that previously required prosecution in court – and WSIB can levy administrative penalties for false statements, reporting failures, and late or unpaid premiums, alongside new or higher offence‑level fines.
There is some silver lining for construction employers. Bill 30 allows for the reimbursement of mandatory AEDs on certain construction sites through WSIB programs, dovetailing with Ontario Regulation 157/25, which has required AEDs on prescribed construction projects since January 1, 2026. Construction employers also indirectly benefit from the Bill’s emphasis on accelerated construction of skilled‑trades training centres which will in the long run serve the growing demand for labour in the skilled trades.
Bill 30 reinforces that workplace safety, truthful WSIB reporting, and transparent hiring practices are not optional but essential and they need to be taken seriously by all employers. It is recommended that employers treat Bill 30 as an opportunity to review and update their compliance program with a priority on workplace safety, WSIB communication protocols, and layoff/termination playbooks.
Bill 30 is less about reinventing employment law and more about refining it—adding new tools, clarifying expectations, and modernizing enforcement mechanisms. For many organizations, these updates will slot into existing HR and compliance frameworks with thoughtful planning and modest adjustments.
Employers may wish to use this as an opportunity to revisit termination playbooks, job posting practices, and workplace safety reporting protocols. Employees, meanwhile, may find the new job-seeking leave and extended layoff provisions helpful during periods of transition.
In a regulatory environment that continues to evolve, staying informed—and occasionally dusting off the policy manual—is simply part of doing business. Legal guidance can help translate these legislative updates into practical, business-ready steps.