On May 28, 2025, the Ontario government introduced Bill 30, the Working for Workers Seven Act, a new piece of legislation aimed at strengthening protections for employees. While much of the conversation around this bill will focus on employer compliance, workers will feel the real impact across the province.
Here’s what Ontario employees need to know about their rights under this proposed legislation and how it could affect job searching, layoffs, health and safety, and more.
1. You May Soon Be Entitled to Job-Seeking Leave After Mass Termination
If passed, Bill 30 will introduce a new type of job-protected leave for workers affected by large-scale layoffs.
If your employer terminates 50 or more employees and provides you with a working notice (instead of paying in lieu), you may be entitled to up to 3 unpaid days off during your notice period to look for a new job. This includes attending interviews, searching for jobs, or completing training to support your transition.
This marks an important win for employee rights, especially for those whose employers blindside them with mass layoffs. It offers protected time to move forward, without having to worry about job security while you search.
2. There Are New Protections Against Fraudulent Job Postings
Job seekers have long raised concerns about fake or misleading job ads online. Bill 30 addresses this growing issue by requiring job posting platforms (like job boards or online recruitment sites) to include:
- Tools to report fraudulent postings
- Clear, accessible policies for handling those reports.
- Record keeping of fraud-related policies for at least three years
Although this change targets platforms, not individual employers, it’s a step towards greater transparency and safety for job seekers navigating the digital job market. And that’s a welcome shift for those already facing the stress of unemployment.
3. Extended Layoffs Must Be Agreed to And Can’t Last Forever
One of the most significant changes in Bill 30 affects non-unionized employees who are laid off.
Currently, Ontario’s Employment Standards Act allows temporary layoffs of up to 35 weeks in a 52-week period under certain conditions. But Bill 30 proposes extending this to 52 weeks in a 78-week period, but only if:
- The employee agrees to write about the extended layoff
- The employer obtains approval from the Director of Employment Standards
- The employee is provided with a specific recall date in writing
This is crucial for employees. Without these safeguards, extended layoffs could be used to avoid proper termination procedures or delay severance payments. Bill 30 aims to strike a balance by allowing flexibility while ensuring workers give informed consent and have a clear return-to-work timeline.
4. Your Employer May Be Penalized More Heavily for Violating Workplace Safety Laws
Under the Occupational Health and Safety Act (OHSA), Bill 30 introduces a new administrative penalty system. This gives inspectors more authority to issue monetary penalties to employers who break safety rules, without needing to go through a court process.
For workers, this means faster enforcement when health and safety violations happen on the job. These penalties could serve as a deterrent for employers who previously cut corners on safety requirements.
Additionally, defibrillators (AEDs) will become mandatory on larger construction sites, and the Workplace Safety and Insurance Board (WSIB) will cover initial costs. This is a step forward in supporting safer worksites, particularly in high-risk industries.
5. Stronger Penalties for Employers Who Mislead the WSIB or Avoid Paying Premiums
The Workplace Safety and Insurance Act (WSIA) is also being updated. If Bill 30 passes, employers who make false or misleading statements to the WSIB or fail to pay insurance premiums could face:
- New criminal charges
- Restitution orders for unpaid amounts
- Increased court fines, up to $750,000 per conviction
- Administrative penalties that can be enforced as Crown debts
While this may sound like it only affects employers, it has direct implications for workers. If your employer cuts corners on WSIB premiums or record-keeping, it can affect your access to benefits if you’re injured or disabled at work.
These new penalties are designed to protect the integrity of the workplace safety system and ensure that employees have access to the support they’re entitled to.
What This Means for You
Bill 30 is part of a broader trend in Ontario: reinforcing employee rights and strengthening accountability in the workplace. If passed, these changes will give employees:
- Greater transparency when job seeking
- Protected time to find work after layoffs
- More control over extended layoff agreements
- Stronger Enforcement of workplace safety
- Better access to WSIB benefits and fair treatment
These changes only work if you understand your rights and act. If your employer just laid you off, you’re concerned about safety at work, or you need help with WSIB or severance, reach out for advice right away.
And remember, we represent employees, not employers. We help workers across Ontario understand their legal options and stand up for their rights.
If you have questions about how Bill 30 might affect your situation, or you’re dealing with a job-related issue, we’re here to help.
Please book a no-charge initial assessment to get started.