Ontario’s employment legislation continues to evolve. Staying informed is critical for HR teams and business leaders. Below are key updates that have come into effect this year.
Summary
- Long-Term Illness Leave: Eligible employees can take up to 27 weeks of unpaid leave for serious medical conditions.
- Written Information for New Hires: Employers with 25+ employees must provide specific written information to all new hires.
- Digital Platform Workers’ Rights: Gig workers now have statutory protections, including pay transparency and minimum wage for “active hours.”
Long Term Illness Leave
Effective Date: June 19, 2025
Mandate: Ontario’s Working for Workers Six Act, 2024 introduced a new unpaid long-term illness leave, now in effect. This provides extended job-protected leave for employees facing serious medical conditions.
Key Points:
- Employees may take up to 27 weeks of leave within a 52-week period.
- To qualify, employees must have at least 13 weeks of continuous employment.
- A medical certificate from a qualified health practitioner is required to confirming a serious medical condition and the period that the employee is unable to work.
- Leave may be taken all at once or intermittently, which may create scheduling challenges for employers. If the illness persists or a new condition arises, additional certificates may be provided.
💡Employer Actions:
- Update policies to align with the new ESA provisions.
- Review short- and long-term disability programs to ensure alignment.
- Support accommodation and return-to-work planning in line with the Human Rights Code.
Written Information Requirements for New Hires
Effective Date: July 1, 2025
Mandate: Employers in Ontario with 25 or more employees must provide new hires with a specific set of written employment information. Employers with less than 25 employees are exempt from this requirement.
Key Points:
- Legal and business names of the employer.
- Contact details (address, phone number, one or more contact names).
- Work location.
- Starting wage (hourly or salary).
- Pay period and pay day.
- General description of the anticipated hours of work.
💡Employer Actions:
- Employers must provide the above information in writing to all new employees before their first day of work. It can be provided within a written employment agreement.
Rights for Digital Platform Workers
Effective Date: July 1, 2025
Mandate: The Digital Platform Workers’ Rights Act 2022 sets out certain rights and protections for digital platform workers, including app-based rideshare drivers, food delivery couriers, and other gig workers, regardless of whether they are employees or independent contractors.
Key Points:
- Digital platform workers must receive written terms outlining pay structure, how assignments are made, and the process for resolving disputes.
- Workers are entitled to at least minimum wage for all “active hours,” in line with Ontario’s general ESA minimum wage.
- Platforms must provide notice before removing a worker, with consideration for the amount of active work completed.
- Workers must have access to information explaining how their compensation and assignments are determined.
💡Employer Actions:
- Review agreements and contracts with gig workers to ensure compliance.
- Ensure transparency in pay structure and assignment criteria; review and update pay policies.
- Prepare internal processes to support dispute resolution and information sharing.
Final Thoughts
These legislative changes highlight Ontario’s focus on protecting workers in both traditional and non-traditional employment arrangements. Updating your policies and processes now will help ensure compliance, reduce risk, and support smooth operations throughout 2025 and beyond.
Need support with HR compliance? Our HR experts are here to help you navigate these updates and ensure your policies are compliant. We provide HR support on demand – giving you the expertise you need, exactly when you need it. Reach out to us to learn how we can help your organization stay compliant – hello@culturedhr.com
