If you\u2019re working in Ontario\u2014whether in an office, on a job site, or through a gig app\u2014big changes are coming that could affect your rights on the job.<\/p>\n
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\u2019s what\u2019s new\u2014and how it stacks up against what we had before.<\/p>\n
1. More Time to Heal: Sick Leave Extended to 27 Weeks<\/b><\/p>\n
Before<\/b>: Most workers were only entitled to 3 unpaid sick days under Ontario\u2019s Employment Standards Act (ESA). Longer leaves were rare and often dependent on COVID-era policies or employer discretion.<\/p>\n
What\u2019s New (Effective June 19, 2025)<\/b>:<\/p>\n
If you\u2019ve worked at your job for 13 weeks or more, you\u2019ll now be entitled to up to 27 weeks of unpaid, job-protected medical leave. A doctor\u2019s note confirming the length of leave is required.<\/p>\n
Why it matters<\/b>:<\/p>\n
This change gives workers real breathing room to recover from serious illness without worrying about job security. It\u2019s one of the most generous sick leave allowances in Canada.<\/p>\n
2. No More Guesswork: Employers Must Disclose Job Terms in Writing<\/b>
\nBefore<\/b>: Employers weren\u2019t legally required to provide written job details before your first day, making it easier for misunderstandings\u2014or outright bait-and-switch offers.<\/p>\n
What\u2019s New (Effective July 1, 2025)<\/b>:<\/p>\n
If your employer has 25+ employees, they must give you key info in writing before or shortly after your first shift:<\/p>\n
Why it matters<\/b>:<\/p>\n
You\u2019ll now know exactly what you\u2019re walking into. That\u2019s a win for transparency and fair dealing.<\/p>\n
3. Cleaner Workspaces: Washroom Standards Get Serious<\/b>
\nBefore<\/b>: Employers were supposed to keep washrooms \u201cclean\u201d\u2014but there was no requirement to prove it or keep records.<\/p>\n
What\u2019s New (Effective July 1, 2025)<\/b>:<\/p>\n
Employers must now maintain cleaning logs for washrooms and provide them upon request. Cleanliness is no longer just a guideline\u2014it\u2019s enforceable.<\/p>\n
Why it matters<\/b>:<\/p>\n
If you\u2019ve ever worked in a place where the bathrooms were an afterthought, you\u2019ll understand why this is long overdue.<\/p>\n
4. Job Ads Must Tell the Whole Story<\/b><\/p>\n
Before<\/b>: Job postings didn\u2019t need to include salary info and could demand \u201cCanadian experience\u201d. Employers weren\u2019t obligated to follow up with candidates after their interviews.<\/p>\n
What\u2019s New (Effective January 1, 2026)<\/b>:<\/p>\n
Job Postings from employers with 25+ staff must now include:<\/p>\n
Employers are obligated to:<\/p>\n
Why it matters<\/b>:<\/p>\n
This makes hiring practices more transparent\u2014especially important for immigrants, entry-level workers, and job seekers who’ve been ghosted too many times.<\/p>\n
5. Gig Workers Finally Get Basic Protections<\/b><\/p>\n
Before<\/b>: If you worked for an app\u2014delivering food, driving passengers, etc.\u2014you weren\u2019t covered by the ESA. No guaranteed minimum wage, no local dispute rights, no protection against retaliation.<\/p>\n
What\u2019s New (Effective July 1, 2025)<\/b>:<\/p>\n
Under the Digital Platform Workers\u2019 Rights Act, gig workers now get:<\/p>\n
Why it matters<\/b>:<\/p>\n
Just because your job runs through an app doesn\u2019t mean you should be left without legal protections.<\/p>\n
What You Should Do as an Employee<\/b><\/b><\/p>\n
These aren\u2019t just technical changes. They\u2019re tools you can use to better understand\u2014and defend\u2014your rights at work. Here\u2019s how to start:<\/p>\n
When to Get Legal Help.<\/b><\/p>\n
Even with better laws, navigating workplace issues can be tricky. For example, in the case of Waksdale v. Swegon North America Inc.<\/i>, the court ruled that one unenforceable clause in an employment contract could void the entire termination section\u2014leading to much higher severance for the employee. Small contract details can have big consequences.<\/p>\n
So if you\u2019re being let go, pressured to sign something, or think your rights are being ignored\u2014it\u2019s worth getting legal advice.<\/p>\n
Need Help?<\/b><\/p>\n
Give our office a call. The lawyers at De Bousquet PC<\/b> 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.<\/p>\n","protected":false},"excerpt":{"rendered":"
If you\u2019re working in Ontario\u2014whether in an office, on a job site, or through a gig app\u2014big 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\u2019s what\u2019s new\u2014and 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\u2019s Employment Standards Act…<\/p>\n","protected":false},"author":1,"featured_media":1180,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/posts\/1179"}],"collection":[{"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/comments?post=1179"}],"version-history":[{"count":1,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/posts\/1179\/revisions"}],"predecessor-version":[{"id":1181,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/posts\/1179\/revisions\/1181"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/media\/1180"}],"wp:attachment":[{"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/media?parent=1179"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/categories?post=1179"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.debousquet.com\/blog\/wp-json\/wp\/v2\/tags?post=1179"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}