The Working for Workers Six Act brings forward important changes designed to enhance worker safety, support families, and strengthen Ontario’s skilled trades workforce. Several key updates are now in effect, with more changes on the way later in 2025. Here’s what Employers need to know:
Expanded Parental Leave for Adoptive and Surrogate Parents
A notable update is the introduction of a new 16-week unpaid, job-protected parental leave for employees who become parents through adoption or surrogacy. This leave ensures that adoptive and surrogate parents have adequate time to navigate the complexities of the adoption or surrogacy process and bond with their new child. To qualify for this leave, employees must have been with their employer for at least 13 weeks. The effective date of this provision will be announced within the next two months by the Lieutenant Governor.
Improved Personal Protective Equipment (PPE) Standards
Ontario Employers are now required to provide properly fitting personal protective equipment (PPE) for all workers, regardless of industry. This expansion builds on earlier legislation that mandated appropriate PPE for women in the construction sector, aiming to promote inclusivity and encourage more women to enter the trades.
Increased Penalties for Workplace Safety Violations
Corporations found guilty of repeat offenses leading to worker deaths or serious injuries within a two-year period now face a minimum fine of $500,000. This increase underscores the government’s commitment to holding employers accountable for workplace safety.
New Long-Term Illness Leave Coming in 2025
Starting in June 2025, workers facing serious illnesses will be entitled to a new 27-week job-protected leave. This provision is one of the longest provincial leaves in Canada. While Employers are already required to accommodate workers with disabilities under the Ontario Human Rights Code, this leave explicitly codifies additional protections in the Employment Standards Act, 2000, further highlighting the government’s focus on worker wellbeing.
Pre-Employment Information Requirements
Effective July 5, 2025, Employers with 25+ employees must provide new hires with critical details (employer contact information, work location, wage details, and working hours) before their first day of work. If you are an HRLive client, these details should already be included in your employment contracts.
How Employers Can Stay Compliant
With these and other amendments now in effect, it’s crucial for Employers to remain informed and ensure their workplace policies align with the latest legal requirements. Here are some steps employers can take:
- Review and Update Policies: Evaluate existing workplace policies related to leaves of absence, PPE, and safety protocols. Make necessary revisions to align with the new amendments.
- Stay Informed: Keep abreast of ongoing legislative changes to minimize the risk of non-compliance and associated liabilities.
By proactively addressing these updates and fostering a culture of compliance, Employers can not only reduce legal risks but also strengthen their relationships with employees. In a constantly evolving employment law environment, staying ahead of the curve is essential for long-term success. Contact us today at Harbr HR if you need support updating your policies to ensure compliance.