Anyone who works in HR, supervises a team or runs a business should know what’s coming their way in 2025.
Bushra Hussain
1. Long-term illness leave will come into effect on June 19, 2025
This is going to be a new unpaid job protected leave of up to 27 weeks for employees who have worked for the company for at least 13 consecutive weeks due to a serious medical condition.
To qualify:
- Employees must submit a written request, and
- A doctor’s note must be attached to the request and it must state the illness and how long the employee will be off work.
There are some instances in which the leave can be prolonged. Employers need to make sure that their policies are up to date and include this new entitlement.
2. Pre-Employment Information Now Compulsory – Takes effect from July 1, 2025
From July 1st, 2025, all employers with 25 or more employees will be required to give new employees certain information in writing before their first day. The list includes:
- The company’s legal and operating name
- Contact details (including a person the employee can contact directly)
- Work location and expected hours
- Wage details, pay period, and payday
If you haven’t already got a standardized onboarding document, you should get ready to create one now.
3. Digital Platform Workers’ Rights – Will become effective on July 1, 2025
Even though the Digital Platform Workers’ Rights Act was signed into law in 2022, it will not become law until 2025. This law sets out new rights for gig workers who make money through platforms like food delivery apps or rideshare apps.
If your business operates a digital platform or recruits through one, then:
- Review contracts with workers
- Internal practices should be updated to include these new standards
Develop strategies for monitoring and recording compliance
4. Major Changes to Job Advertising – January 1, 2026
From 2026 onwards, employers with 25+ employees will have to comply with new transparency and compliance standards in their job ads. Some of the changes include:
- Salary disclosure: Job postings must include the salary or a salary range (provided that the salary range is not more than $50,000) for roles that are less than $200,000.
- AI disclosure: If any part of the hiring process involves the use of artificial intelligence, that should be stated in the posting.
- Existing vacancies: Employers must clearly state in the posting whether it is for a current opening.
In addition:
- Employers can’t request “Canadian experience” in job ads.
- Applicants will have to be informed within 45 days of their last interview if they were not selected for the position.
- Any job postings and application forms used must be kept for three years.
These changes are a big deal in the way that transparency and candidate experience are regulated.
The bottom line for employers
This is for Ontario employers, so you need to review your:
- Employment contracts
- Onboarding policies
- Leave procedures
- Job posting templates
Each change has its nuances and compliance is not a choice. Getting ahead of the deadlines now will save you stress and risk in the long run.
Do you need help with updating your workplace policies or need help with how these changes affect your business?
Each change has its nuances and compliance is not a choice. Getting ahead of the deadlines now will save you stress and risk in the long run.
