Understanding Ontario’s Working for Workers Six Act, 2024

Industry Trends

January 14, 2025

employee on laptop

On December 19, 2024, the Ontario government introduced a transformative step forward in workplace legislation with the passage of Bill 229, The Working for Workers Six Act, 2024. This latest installment in the government’s progressive series of reforms is not just a routine update, but a bold effort to reshape how workplaces function, ensuring they remain equitable, safe and adaptable to the needs of a modern workforce.

With this legislation, Ontario continues to lead the charge in addressing critical workplace challenges, introducing amendments to cornerstone laws like the Employment Standards Act, 2000 (ESA), Occupational Health and Safety Act (OHSA) and Workplace Safety and Insurance Act (WSIA). These changes are designed to empower employees with enhanced protections and leave entitlements, while also raising the bar for employers on safety standards, compliance practices and proactive workplace management.

What makes Bill 229 particularly noteworthy is its dual focus: ensuring immediate safety and well-being for today’s workforce while laying the groundwork for sustainable, compliant and inclusive workplaces of the future. Whether it’s providing leave for life-changing events like adoption or surrogacy, increasing penalties for safety violations or addressing the fit and appropriateness of personal protective equipment (PPE) for diverse workers, this legislation represents a pivotal moment for Ontario’s labor landscape.

As employers and employees alike navigate the nuances of these changes, understanding their implications becomes paramount. In this blog, we’ll break down the key updates and explore how they will impact workplaces across the province. From health and safety improvements to new leave entitlements, this is your guide to staying informed and compliant in a rapidly evolving regulatory environment.

The stakes have never been higher and the opportunities to adapt and lead have never been clearer. Let’s delve into the details and discover how these changes will shape the future of work in Ontario.

Amendments to the Employment Standards Act (ESA)

Two new unpaid leave entitlements have been introduced under the ESA, providing greater flexibility and support for employees:

  1. Placement of a Child Leave
    Employees with at least 13 weeks of service will be entitled to 16 weeks of unpaid leave when a child is placed in their care through adoption or surrogacy. This leave came into effect upon proclamation.
  2. Long-Term Illness Leave
    Employees with a minimum of 13 consecutive weeks of employment will be eligible for up to 27 weeks of unpaid leave due to a serious medical condition. A medical certificate or note from a qualified health practitioner will be required to access this leave. This provision is set to take effect on June 19, 2025.

Enhancements to the Occupational Health and Safety Act (OHSA)

Bill 229 introduces several immediate changes aimed at strengthening workplace safety:

  1. Increased Fines for Corporations
    The legislation imposes a minimum fine of $500,000 on corporations found guilty of a second or subsequent offence under the OHSA that results in worker death or serious injury within a two-year period. Maximum fines remain at $2,000,000 for any offence.
  2. Ensuring Proper PPE Fit
    Employers are now required to ensure that personal protective equipment (PPE) provided to workers fits appropriately and is suitable for diverse body types. Future regulations will clarify the criteria for determining proper PPE.
  3. Expanded Authority of the Chief Prevention Officer (CPO)
    The CPO has been granted new powers, including:

    • Approving health and safety training programs conducted outside Ontario.
    • Establishing training policies and monitoring compliance.
    • Collecting personal information to enhance workplace safety strategies.
  4. Worker Trades Committees
    The Minister of Labour now has the authority to mandate the creation of worker trades committees at construction projects, ensuring worker representation and safety advocacy.

Updates to the Workplace Safety and Insurance Act (WSIA)

Bill 229 also amends the WSIA to enhance protections and clarify obligations:

  • Presumptive Coverage for Firefighters
    Presumptive coverage for primary-site kidney cancer and colorectal cancer has been established for firefighters and fire investigators with at least 10 years of service.
  • Redistribution of Surplus Funds
    Municipal employers under Schedule 2 may be entitled to redistributed surplus amounts from the WSIB insurance fund under certain conditions.
  • Immunity for WSIB
    The WSIB and its personnel are now granted immunity from legal proceedings if their actions are carried out in good faith.

Implications for Employers

Bill 229 underscores Ontario’s dedication to modernizing workplace laws, prioritizing safety, equity and support for workers. For employers, these changes emphasize the critical need to adapt policies and practices to remain compliant while creating a workplace that values employee well-being. Key steps include revising leave policies to reflect the new entitlements, updating health and safety protocols to align with enhanced requirements and ensuring that PPE standards accommodate the diverse needs of today’s workforce.

Organizations are increasingly turning to technology to meet these challenges head-on. With frequent legislative updates like Bill 229, reliance on manual processes can lead to inefficiencies and missed compliance deadlines. This is where compliance platforms like Sodales for Enterprise Health, Safety and Employee Relations become essential. Sodales is an all-in-one compliance platform that integrates seamlessly into an organization’s existing HR operations, simplifying compliance management across health, safety and employee & labor relations.

Sodales’ platform delivers a comprehensive suite of tools tailored to meet the unique demands of compliance, ensuring businesses stay ahead of evolving regulations with precision and efficiency. Unlike traditional systems, Sodales empowers organizations with detailed functionality and specialized features designed to address specific compliance challenges.

Here’s how Sodales provides targeted solutions:

  • Health and Safety Compliance: Sodales enables employers to track and manage workplace incidents with precision. With tools for risk assessment, corrective action tracking and compliance reporting, businesses can ensure safety standards are met. For example, Sodales allows for automated incident documentation, root cause analysis and the implementation of corrective action plans with progress monitoring, reducing repeat incidents and improving overall safety.
  • Employee and Labor Relations Management: Sodales simplifies complex processes such as leave management, grievance handling and behavior-related investigations. The platform ensures transparency and compliance by enabling step-by-step tracking of grievances, documenting negotiations and offering real-time updates to all parties involved. For instance, the system supports streamlined workflows for leave requests by integrating eligibility checks, manager approvals and employee notifications in one centralized location.
  • Inventory Management: Sodales provides advanced inventory tracking tailored for health and safety requirements. Organizations can monitor PPE distribution and maintain real-time inventory records to avoid shortages. Additionally, the platform enables organizations to set up and manage their own regulatory reporting processes and configure automated alerts, helping ensure compliance with legislative mandates while maintaining workplace readiness.

By leveraging Sodales’ advanced capabilities and automation tools, organizations can transition from reactive compliance to a proactive approach that reduces risks and enhances operational efficiency. Real-time analytics and predictive insights empower leaders to make informed decisions, ensuring compliance is not just a requirement but a competitive advantage.

As workplace standards continue to evolve, investing in Sodales ensures businesses can build safer, healthier and more resilient work environments. Sodales is more than a compliance solution; it’s a partner in helping organizations navigate complexities and focus on what matters most: protecting and empowering their workforce.

Discover the full suite of Sodales features and take the next step in strengthening your compliance strategy today.

Moving Forward

Bill 229 represents a comprehensive effort to protect workers while ensuring organizations can meet their obligations efficiently. As some provisions are already in effect while others are pending proclamation, it is crucial for organizations to stay informed and proactive. For assistance in understanding how these changes may impact your organization, reach out to your legal or compliance advisors, or explore technology-driven solutions that make adapting to regulatory changes seamless.

This latest legislation is a reminder that workplace laws are evolving, and adaptability is key. Sodales is here to help organizations navigate these complexities and build workplaces that prioritize compliance, safety and well-being.

Experience the only fully integrated approach to health, safety and employee relations

GET DEMO