If you’re working in Ontario—whether in an office, on a job site, or through a gig app—big changes are coming that could affect your rights on the job.
New employment rules are rolling out in 2025 and 2026, aimed at closing gaps that have left many workers in the dark or under-protected. From extended sick leave to more honest job ads, here’s what’s new—and how it stacks up against what we had before.
1. More Time to Heal: Sick Leave Extended to 27 Weeks
Before: Most workers were only entitled to 3 unpaid sick days under Ontario’s Employment Standards Act (ESA). Longer leaves were rare and often dependent on COVID-era policies or employer discretion.
What’s New (Effective June 19, 2025):
If you’ve worked at your job for 13 weeks or more, you’ll now be entitled to up to 27 weeks of unpaid, job-protected medical leave. A doctor’s note confirming the length of leave is required.
Why it matters:
This change gives workers real breathing room to recover from serious illness without worrying about job security. It’s one of the most generous sick leave allowances in Canada.
2. No More Guesswork: Employers Must Disclose Job Terms in Writing
Before: Employers weren’t legally required to provide written job details before your first day, making it easier for misunderstandings—or outright bait-and-switch offers.
What’s New (Effective July 1, 2025):
If your employer has 25+ employees, they must give you key info in writing before or shortly after your first shift:
- Company name and contact info
- Your work location
- Starting wage or commission structure
- Pay schedule
- Expected hours of work
Why it matters:
You’ll now know exactly what you’re walking into. That’s a win for transparency and fair dealing.
3. Cleaner Workspaces: Washroom Standards Get Serious
Before: Employers were supposed to keep washrooms “clean”—but there was no requirement to prove it or keep records.
What’s New (Effective July 1, 2025):
Employers must now maintain cleaning logs for washrooms and provide them upon request. Cleanliness is no longer just a guideline—it’s enforceable.
Why it matters:
If you’ve ever worked in a place where the bathrooms were an afterthought, you’ll understand why this is long overdue.
4. Job Ads Must Tell the Whole Story
Before: Job postings didn’t need to include salary info and could demand “Canadian experience”. Employers weren’t obligated to follow up with candidates after their interviews.
What’s New (Effective January 1, 2026):
Job Postings from employers with 25+ staff must now include:
- Salary or salary range (limited to a $50,000 spread for jobs under $200K)
- Disclosure of AI used in screening applicants
- Whether the job is an actual vacancy
- Cannot require “Canadian experience”
Employers are obligated to:
- Respond to all interviewed applicants within 45 days
- Retain all job ad records for 3 years
Why it matters:
This makes hiring practices more transparent—especially important for immigrants, entry-level workers, and job seekers who’ve been ghosted too many times.
5. Gig Workers Finally Get Basic Protections
Before: If you worked for an app—delivering food, driving passengers, etc.—you weren’t covered by the ESA. No guaranteed minimum wage, no local dispute rights, no protection against retaliation.
What’s New (Effective July 1, 2025):
Under the Digital Platform Workers’ Rights Act, gig workers now get:
- A right to know how pay is structured and how work is assigned
- Minimum wage guarantees
- The right to resolve disputes in Ontario
- Protection from being penalized for speaking up
Why it matters:
Just because your job runs through an app doesn’t mean you should be left without legal protections.
What You Should Do as an Employee
These aren’t just technical changes. They’re tools you can use to better understand—and defend—your rights at work. Here’s how to start:
- Keep a copy of your job offer and any written terms
- Don’t be afraid to ask questions—especially about pay and expectations
- Speak up if something feels off
- Share this info with coworkers who might not know that the law is changing
When to Get Legal Help.
Even with better laws, navigating workplace issues can be tricky. For example, in the case of Waksdale v. Swegon North America Inc., the court ruled that one unenforceable clause in an employment contract could void the entire termination section—leading to much higher severance for the employee. Small contract details can have big consequences.
So if you’re being let go, pressured to sign something, or think your rights are being ignored—it’s worth getting legal advice.
Need Help?
Give our office a call. The lawyers at De Bousquet PC are here to support Ontario workers. Whether you’re reviewing a contract or dealing with a workplace issue, we can help you understand your rights and your options.