Working for Workers Update

The latest iteration of the Working for Workers Act came into a effect earlier this year, with a number of new obligations impacting employers now.  Read on to ensure your practices are “working for workers” compliant.

As of July 1, 2025, employers in Ontario are required to provide specific information to all new employees before they begin work – or as soon as possible after they start.

These changes impact how you hire and onboard new employees. Employer should take time to ensure their offer letters, hiring procedures, and orientation practices are updated to reflect these new requirements.

Under the new rules, employers must provide the following information to each new employee:

1. 1. 1. The legal name of the employer (along with operating names)
      2. Contact information for the employer (address, telephone number, one or more contact names)
      3. A general description of where it is anticipated that the employee will initially perform work. If this is not known at the time of hiring, it should be communicated as soon as possible.
      4. The Employee’s starting wage or rate of pay, pay period and dates when pay will be issued.
      5. The initial anticipated hours of work. The legislation uses the term “initial anticipated house of work,” but does not provide a definition. This means it may be referring to either the number of hours per week or pay period the employee is expected to work (such as 24 hours per week), or the general schedule (such as 9:00 to 5:00 on weekdays.) Current guidance from the Ministry of Labour suggests that the expectation is to provide employees with an idea of when they will be working, as opposed to merely how many hours they will work.

This requirement presents challenges, especially for roles that involve variable scheduling, like part-time or relief positions. However, even if the schedule is likely to change, there should be a good-faith estimate of what initial hours might look like.

Next Steps for Employers:

Employers should also review their current hiring and onboarding practices to ensure these disclosures are being made consistency. This might involve updating offer letter templates, training hiring managers and staff, and reviewing how and when work schedules are communicated during the hiring process.

PooranLaw will continue to monitor ongoing case law that may affect our clients and the broader human services sector. If you require legal guidance or support please reach out to your regular PooranLaw lawyer or a 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.