Ontario boosts personal support worker pay, stability

Summary#

This Ontario bill aims to improve pay and job stability for people who care for patients, especially personal support workers (PSWs) and homemakers. It tells the Minister of Labour to take the steps needed, including new laws if needed, to make these changes happen. The Act would start one year after it becomes law.

• At least 70% of staff at hospitals, long‑term care homes, home care agencies, and large health providers (those with more than 20 employees) must be permanent, full‑time.
• PSWs must be paid at least $8 per hour above the minimum wage.
• Full‑time PSWs get at least 10 paid sick days a year; part‑time PSWs get a pro‑rated amount.
• All PSWs (full‑time and part‑time) must receive health benefits and be in a pension plan.
• Agency‑employed homemakers must get at least the minimum wage, and standard rules on hours, meal breaks, and overtime pay will apply to them.
• The Minister must put these rules in place; the bill itself sets the goals but not the detailed enforcement.

What it means for you#

• Workers (Personal Support Workers)

  • Your base pay must be at least $8 per hour higher than the Ontario minimum wage.
  • If you work full time, you get at least 10 paid sick days per year. If you work part time, you get paid sick time scaled to your hours.
  • You must receive health benefits and be enrolled in a pension plan.

• Workers (Homemakers employed by an agency)

  • You must be paid at least the minimum wage for every hour worked.
  • You gain protections for hours of work, meal breaks, and overtime pay under Ontario’s employment standards.

• Workers in hospitals, long‑term care, home care, and clinics

  • Employers with more than 20 employees must ensure at least 70% of staff are permanent, full‑time. This could mean more full‑time job postings and fewer casual or temporary positions.

• Patients and families

  • More full‑time staff can mean steadier care and less turnover.
  • Agencies and facilities may adjust scheduling to meet the new full‑time target, which could change visit times or staffing patterns.

• Hospitals, long‑term care homes, home care agencies, and clinics (that employ more than 20 people)

  • You will likely need to convert many roles to permanent, full‑time to meet the 70% target.
  • If you employ PSWs, you must pay them at least $8 above minimum wage, provide paid sick days (pro‑rated for part‑time), health benefits, and pension membership.
  • If you place homemakers into private homes, you must pay at least minimum wage and follow hours/breaks/overtime rules.

• Timing

  • Changes take effect one year after the bill becomes law, giving time to plan staffing, budgets, and benefits.

Expenses#

Estimated fiscal impact: No publicly available information.

• Labor costs for employers would likely rise due to higher PSW wages, paid sick days, benefits, and pensions.
• Converting more roles to permanent, full‑time may add costs and reduce scheduling flexibility.
• Public funding may need to increase for hospitals, long‑term care, and home care agencies to meet these requirements.
• Some savings are possible if better pay and stability reduce turnover and reliance on temp agencies.

Proponents' View#

• Better pay, benefits, and pensions will help keep PSWs and homemakers in their jobs and attract new workers.
• More full‑time, permanent staff will improve continuity of care and patient outcomes.
• Paid sick days reduce the spread of illness to patients and coworkers.
• Setting a clear wage floor for PSWs recognizes the skill and responsibility of the role.
• Extending basic labor protections to homemakers prevents exploitation in private homes.

Opponents' View#

• Higher wages and benefits, plus more full‑time positions, could raise costs for hospitals, long‑term care, and home care agencies, leading to budget pressure or service cuts if funding does not keep pace.
• The 70% full‑time rule may reduce flexibility to cover peaks in demand and limit casual or student positions.
• Smaller providers just over the 20‑employee threshold may struggle with compliance.
• Wage increases for PSWs could create pay compression with other roles, prompting wider pay pressures.
• The bill directs the Minister to act but leaves details unclear, creating uncertainty about enforcement, timelines, and how providers will meet the targets.