The Working for Workers Seven Act received royal assent on November 27, 2025. This is the seventh installment in the Working for Workers Act and has introduced a number of changes to the Employment Standards Act (the “ESA”); the Occupational Health and Safety Act (the “OHSA”) and the Workplace Safety and Insurance Act (the “WSIA”).
Changes to the ESA
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- Job posting platforms must now have a mechanism for users to report fraudulent job postings and a written policy addressing such fraud. This provision will take effect on January 1, 2026.
- If employees receive termination notices in the context of mass terminations (50+ employees), they are now allowed to seek three days of unpaid leave to find new employment. This includes activities such as attending job interviews; job searching and/or training.
- For non-unionized employees, layoffs may now extend to 35 weeks or more in a period of 52 consecutive weeks, but may not exceed 52 or more weeks within 78 consecutive weeks. To utilize this extension, there should be a written agreement between the employer and employee and the employer must apply for approval of the Director of Employment Standards.
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Changes to the OHSA
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- Health and safety management systems accredited by the Chief Prevention Officer must now be treated as equivalents for regulatory purposes.
- Eligible employers may now be reimbursed for the cost of purchasing defibrillators where required by OHSA.
- A new administrative penalty scheme has been established, allowing inspectors to issue penalties for non-compliance with the Act.
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Changes to the WSIA
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- Employers are now prohibited from making false or misleading statements to the WSIB in connection with any person’s claim for benefits.
- Failing to keep accurate wage records – or failing to produce such records – may be met with administrative penalties.
- Failure to pay premiums when they are due under s.88 is now an offence. Courts may order restitution requiring payment of outstanding premiums to the WSIB.
- The maximum penalty for persons convicted of 2 or more counts of the same offence in the same legal proceeding under the WSIA has been increased to $750,000 per conviction.
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PooranLaw will continue to update you with any developments related to this legislation and the implications they may have on your workplace operations as they emerge. If you require legal assistance, we encourage you to reach out to your regular PooranLaw lawyer, or any member of our team.
Note: This article provides general information only and does not constitute, and should not be relied upon as, legal advice or opinion. PooranLaw Professional Corporation holds the copyright to this article and its contents may not be copied or reproduced in any form, in whole or in part, without the express permission of PooranLaw Professional Corporation.
