Bill 30, Working for Workers Seven Act, 2025

Summary#

• Bill 30 (Working for Workers Seven Act, 2025) changes several Ontario laws on jobs, safety, and planning.
• It aims to fight fake job ads, give limited help to workers facing mass layoffs, speed up building training facilities, and toughen penalties for workplace and insurance violations.

Key changes:

• Job posting websites must let users report fake job ads and must post a public policy on how they handle them.
• New unpaid “job seeking leave”: up to three days for workers who get mass layoff notices to look for work, interview, or do training.
• Allows longer temporary layoffs for non‑union workers if the worker agrees in writing and a government Director approves; sets rules on timing and records.
• Lets the provincial government limit city and municipal powers so provincially funded training or skills projects can move ahead faster; these projects can be exempt from normal planning rules (not in the Greenbelt).
• Workplace safety: creates administrative penalties for safety violations; recognizes accredited safety management systems as equivalent; sets up a program for the WSIB to reimburse employers for required defibrillators (which can be ended later by order).
• Workplace Safety and Insurance: new penalties for false claims information and unpaid premiums; higher fines for multiple offences; courts can order unpaid premiums to be repaid.

What it means for you#

• Workers

  • If your employer gives notice of a mass layoff (50+ people), you can take up to three unpaid days during the notice period to look for jobs, go to interviews, or do training. You should tell your employer at least three days ahead, if possible. Your boss may ask for basic proof.
  • If you agree to an extended layoff (longer than usual), you cannot change your mind later. You should get the latest planned recall date in writing before you agree. Extended layoffs do not apply if you are in a union.
  • Stronger rules aim to deter employers from giving false information to the WSIB or skipping WSIB premiums.

• Job seekers and users of job websites

  • Major job boards must post a clear way to report fake job ads and show a written policy about how they handle fraud.

• Employers and job platforms

  • If you run a public job board (not a single‑employer career page), you must:
    • Add an easy‑to‑find tool to report fake postings.
    • Create and post a written anti‑fraud policy and keep past versions for three years.
  • You may ask non‑union employees to agree to extended layoffs, but you must give a written recall date and get Director approval. Keep these agreements for three years after the approval ends.
  • You could face new administrative penalties for health and safety violations, on top of other orders.
  • If your workplace must have a defibrillator and you buy one, the WSIB will reimburse the cost under program rules (this program can be turned off later by order).
  • New WSIB penalties apply for false statements, not giving required information, or not paying premiums. Courts can also order repayment of unpaid premiums. Fines for multiple offences can be much higher.

• Municipalities and community members

  • For provincially funded skills‑training projects, the Province can limit or set conditions on city and municipal powers. Some of these projects can be exempt from normal planning approvals to speed construction. This does not apply on land in the Greenbelt.

• Training providers and builders

  • Skills‑training projects that get provincial funding may move faster with fewer local planning steps, depending on future regulations.

• Newcomers and program participants

  • During inspections under the Ontario Immigration Act, officials may require private, in‑person interviews. Some regulation‑making powers can be delegated to the Minister, which could speed rule changes.

Expenses#

No publicly available information.

Proponents’ View#

• Helps people avoid job scams by making platforms act on fake postings.
• Gives workers facing mass layoffs time to search for new jobs or retrain.
• Extended layoff option can save jobs by letting businesses pause longer instead of firing staff outright.
• Speeds up building training centers to grow the skilled trades and fill labour gaps.
• Tougher penalties deter employer misconduct, like false WSIB statements or unpaid premiums, and improve workplace safety.
• Recognizing accredited safety systems reduces red tape while keeping safety standards.

Opponents’ View#

• Extended layoffs may pressure non‑union workers to accept long periods with no pay and delay termination and severance rights.
• Job seeking leave is unpaid, short, and only for mass layoffs; workers terminated with short notice may be excluded.
• The job‑board fraud rule has no worker complaint process under this law, so enforcement may be weak.
• New administrative penalties and higher fines could add costs and compliance risks, especially for small businesses; WSIB reimbursement decisions for defibrillators have no appeal.
• Letting the Province override local planning for training projects reduces municipal control and public input, even if the Greenbelt is excluded.
• Private immigration interviews during inspections may raise fairness or transparency concerns for workers and employers.