Ontario’s Working for Workers Six Act, 2024 (Bill 229) received Royal Assent on December 19, 2024. The bill makes changes to the Occupational Health and Safety Act (OHSA), the Employment Standards Act and the Workplace Safety and Insurance Act, among others.

What's Changed Under the Occupational Health and Safety Act?
Several important changes were made to the Act. The most important may be the implementation of mandatory minimum fines for corporations that repeatedly violate health and safety laws.
The Chief Prevetion Office (CPO) now has the authority to:
Establish criteria used to assess training programs delivered outside Ontario for equivalency (section 7.2.1)
Establish policies for general training requirements established under the Act and may amend or revoke a policy established (section 7.8)
Collect personal information for certain purposes (section 22.3.1)
Section 10: Worker Trades Committees
The Minister of Labour, Immigration, Training and Skills Development (Minister) can require a constructor to establish a worker trades committee for a project and may provide for the composition, practice and procedure of that worker trades committee.
Section 25: Duties of an employer
Employers must ensure that personal protective clothing and equipment that is provided, worn or used is a proper fit and is appropriate in the circumstances, including all relevant factors, and such factors as may be prescribed.
Section 66: Penalties
The maximum fine that may be imposed upon a corporation convicted of an offence under the Act is now $2,000,000. If a corporation is convicted of a second or subsequent offence that results in the death or serious injury of one or more worker within two years, a mandatory minimum fine of $500,000 will be imposed.
Section 70: Regulations
The Lieutenant Governor in Council now has the authority to make regulations requiring the assessment of personal protective clothing and equipment and prescribing requirements related to how those assessments are conducted.
Worried about compliance risks? Let us guide you through regulatory updates. Our team of experts is here to help you navigate these changes.
What's Changed Under the Employment Standards Act?
Addition of Section 47.1 Placement of a child leave
Any employee who has been employed for at least 13 weeks is entitled to up to 16 weeks of leave without pay because of the placement or arrival of a child into their custody, care and control through adoption or surrogacy.
This change is not yet in effect and will be proclaimed at a later date.
Addition of Section 49.8 Long-term illness leave
Any employee who has been employed for at least 13 consecutive weeks is entitled to up to 27 weeks of leave without pay if the employee will not be performing the duties of their position due to a serious medical condition.
This change comes into effect June 19, 2025.
Will your leave policies need updating? Get in touch with our team to ensure your policies reflect the latest changes to leave entitlements.
Skilled Trades Week
November 3, 2025 marks the beginning of Ontario's first offical Skilled Trades Week! It will be celebrated annually starting the first Monday in November.
With Ontario's Working for Workers Six Act, 2024 introducing important changes across the Occupational Health and Safety Act, the Employment Standards Act, and other key regulations, staying compliant is crucial for protecting your employees and minimizing legal risks. From mandatory fines to new leave entitlements, these updates can have a significant impact on your business operations.
Don't navigate these changes alone—our team of compliance experts is here to help you update your policies, prepare for the new regulations, and keep your business in line with the law. Reach out for a free consultation and ensure your workplace is fully compliant today!
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