Since March 2024, Ontario has passed three “Working for Workers” bills that introduce new requirements for employers. There was the Working for Workers Four Act, 2024 (WFW4 Act), followed by the Working for Workers Five Act, 2024. Since then, Ontario has made further amendments through the Working for Workers Six Act, 2024 (WFW6 Act) that received royal assent on Dec. 19, 2024, and introduced new regulations with additional employer requirements.
Many of these requirements and regulations will take effect in the next few months. Employers should be aware of and comply with these new obligations by their effective dates.
Effective June 19, the WFW6 Act introduces a new unpaid long-term illness leave to the Employment Standards Act, 2000 (ESA) that provides up to 27 weeks of unpaid leave in a 52-week period. Employees must have at least 13 consecutive weeks of service to be eligible for the leave.
An employee is entitled to long-term illness leave when: The employee will not be working because of a serious medical condition and a qualified health practitioner issues a certificate stating that the employee has a serious medical condition, and establishing the length of time for which the employee will not be performing the duties of their position because of the serious medical condition.
A “qualified health practitioner” means a person who is qualified to practice as a physician, a registered nurse, or a psychologist under the laws of the...
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