Ontario has introduced its latest round of workplace law amendments in the Working for Workers Six Act, 2024 (Bill 229). Below is a summary of key changes:
Employment Standards Act: Two Additional Unpaid Leaves
- Placement of a child leave. Changes to become effective at a future date
- Employees employed for 13 weeks or more will be entitled to unpaid leave of 16 weeks if a child is placed in their care, custody or control through adoption or surrogacy.
- Long-term illness leave. Comes into effect on June 19, 2025.
- Employees that have been employed for at least 13 consecutive weeks will be entitled to an unpaid long-term illness leave of up to 27 weeks in which they are unable to work due to a serious medical condition.
- Entitlement to leave is conditional on the employee providing a certificate or note from a qualified health practitioner.
Occupational Health And Safety Act (“OHSA”): Changes Are Effective Immediately
- Mandatory minimum fine for multiple serious offenses.
- Employers who are convicted of multiple serious offenses (resulting in a death or serious injury) under the OHSA in a two-year period will face a mandatory minimum fine of $500,000.
- Currently, the maximum fine of $2,000,000 for a corporation that contravenes the OHSA for a first offence or any subsequent offence remains the same.
- Proper fitting personal protective equipment (PPE).
- Employers are required to ensure PPE provided, worn or used is a proper fit and appropriate in the circumstances.
- This is aimed at ensuring PPE fits diverse bodies.
- Expanded authority of the Chief Prevention Officer (‘CPO’).
- Ontario’s CPO will have greater statutory powers, including establishment of standards for assessing training programs delivered outside Ontario, and establishment of policies regarding general training requirements under the OHSA. The CPO will be empowered to collect personal information reasonably necessary to fulfill its mandate.
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