What the Working for Workers 7 Act Means for Ontario Employers in 2026

Ontario’s approach to enforcing workplace health and safety changed at the start of 2026 — and those changes have now been in force for six months. The Working for Workers Seven Act, 2025 (Bill 30) received Royal Assent on November 27, 2025, and the Occupational Health and Safety Act (OHSA) measures that matter most to employers took effect on January 1, 2026. They are the law today. 

Three of those changes matter most, and they are live right now: Ministry of Labour inspectors can issue financial penalties for health and safety violations without going to court, qualifying construction projects must keep an automated external defibrillator (AED) on site, and repeat offenders face steeper fines. Here’s where each stands in mid-2026 — and what your organization should already have in place. 

The Working for Workers Seven Act, 2025 is Ontario legislation that amends three core workplace statutes — the Employment Standards Act, 2000 (ESA), the Occupational Health and Safety Act (OHSA), and the Workplace Safety and Insurance Act, 1997 (WSIA). It is the seventh instalment in Ontario’s “Working for Workers” series, and it put real teeth behind compliance. This guide focuses on what matters most to Ontario employers, HR and operations leaders, and health and safety coordinators. 

Quick Overview: What Is Bill 30? 

Bill 30 was introduced on May 28, 2025 and received Royal Assent on November 27, 2025. It amends the ESA, the OHSA, and the WSIA, touching hiring, terminations, layoffs, workplace safety enforcement, and WSIB obligations. 

Some provisions were in force the day the bill passed. The major OHSA safety and enforcement changes took effect January 1, 2026, supported by a package of new regulations — and they remain in effect today. 

The three changes Ontario employers should focus on: 

• A new administrative penalty (AMP) system under the OHSA — inspectors can issue monetary penalties for violations without a court proceeding. 

• AEDs required on qualifying construction projects — with a WSIB reimbursement program that is still open. 

• Tougher WSIB enforcement and higher repeat-offender fines — plus ESA rules on layoffs, mass-termination leave, and job-posting platforms. 

Key Changes to the OHSA Under Bill 30 

New Administrative Penalty (AMP) Framework 

This is the change with the widest long-term impact. Since January 1, 2026, a new Part IX.1 (section 69.1) of the OHSA, implemented through Ontario Regulation 365/25 (Administrative Penalties), has given Ministry of Labour inspectors the power to issue administrative monetary penalties (AMPs) for contraventions of the OHSA, its regulations, or an order or requirement of an inspector, a Director, or the Minister. 

An AMP is a financial penalty imposed through an administrative process rather than the courts. Think of it as a middle ground between an inspector’s order and a full prosecution — it carries a dollar cost like a prosecution, but it’s issued directly, without a trial. The stated purpose is to promote compliance, not to punish. 

What every employer should understand about how AMPs work: 

• Paying an AMP protects you from prosecution for that same contravention. Under section 69.1(11), once an AMP is paid on the notice terms, you cannot also be charged with an offence under the OHSA for the same violation. 

• Inspectors have a one-year window. An AMP notice must be issued within one year of the date the inspector first became aware of the contravention — shorter than the two-year limit for laying charges. 

• You can request a review, but the clock is short. Reviews are heard by the Ontario Labour Relations Board (OLRB), and you must apply within 15 days of receiving the notice — half the time allowed to appeal an inspector’s order. The Board can confirm, vary, or cancel the penalty. Note that in a review the recipient generally leads the case that the penalty was wrong, the reverse of a prosecution where the Crown must prove the offence. 

• Unpaid penalties become enforceable debts. An unpaid AMP can be filed with the Superior Court of Justice and enforced like a court order. 

• The Ministry can name you publicly. MLITSD may publish the name of the person or business penalized, the nature of the contravention, and the amount. An AMP also creates a record of non-compliance that can be weighed in future penalties and can invite closer inspection. 

The critical nuance, six months in: the regulation still prescribes an AMP for only one contravention — failing to treat all Chief Prevention Officer–accredited health and safety management systems as equivalent during a public-sector construction procurement (a breach of section 3 of O. Reg. 364/25). That penalty is the lesser of $100,000 or 10% of the procurement contract value, and it applies only to government and public-sector organizations. In practice, most private-sector employers remain outside the AMP net for now. 

But the enforcement architecture is built and operating. Ontario did not legislate a penalty regime — with full notice, review, collection, and public-naming machinery behind it — to govern a single procurement rule. In our read, the narrowness of today’s schedule is a starting point, not the finished design. Note too what that one penalty signals: a six-figure exposure attached to a contravention involving no worker injury at all. The framework isn’t going away — it’s positioned to widen. 

Get ahead of enforcement, not caught by it. Phascorp helps Ontario employers run a practical compliance review — identifying gaps in health and safety programs, policies, training records, and documentation before an inspector does. Book a free compliance review → 

AED Requirements on Construction Sites 

Since January 1, 2026, Ontario has required an automated external defibrillator on certain construction projects. The obligation sits in section 27.1 of the Construction Projects Regulation (O. Reg. 213/91), added by O. Reg. 157/25. Bill 30 supplied the OHSA’s statutory definition of a defibrillator and the authority for the WSIB reimbursement program that supports it. 

If you run qualifying projects, this is not a future obligation — you should already have a compliant AED on site. 

Who it applies to: a constructor must install and maintain an AED on-site when a construction project is expected to last three months or longer and regularly employs 20 or more workers. Both thresholds must be met. The requirement also caught projects underway before January 1, 2026 that continued past that date. 

What compliance actually requires. The AED must be licensed as a medical device by Health Canada, and it must be accompanied by a specific kit: one CPR mask, one pair of scissors, two pairs of disposable medical-grade gloves, one disposable razor, one garbage bag, and four absorbent towels. 

The AED and those items must be stored together somewhere that is clear of obstructions, allows easy access, is clearly marked with the prescribed signage, and is protected from dust, moisture, and other substances on site that could affect the device. If it’s kept outdoors, it must also be protected from moisture, direct sunlight, and extreme temperatures. Under the regulation, the signage marking its location uses a symbol of a heart containing a lightning bolt together with the words “Automated External Defibrillator” or the acronym “AED” (or the French equivalent). 

Maintenance and readiness are where paperwork trips people up: 

• The AED must be maintained and tested according to the manufacturer’s instructions. 

• It must be inspected at least every three months by a competent worker, per those instructions. 

• The constructor must keep the inspection records with the AED, and each record must show the date of inspection and the name and signature of the competent worker who performed it. 

• At least one worker trained in CPR and AED operation must be on-site at all times when work is in progress on a project that requires an AED. 

Why this matters beyond compliance: about 7,000 people in Ontario experience cardiac arrest every year, and without intervention, only 1 in 10 survive. Using an AED with CPR in the first few minutes can improve survival rates by more than 50%, and survival drops by roughly 10% for every minute without defibrillation. Construction work is physically demanding, with an aging workforce and site risks like heat stress and electrical contact — which is exactly why Ontario targeted this sector. 

On enforcement: ministry inspectors apply enforcement discretion to OHSA requirements case by case, and may issue orders regarding a constructor’s compliance with section 27.1. 

The cost help is still open. The WSIB reimburses up to $2,500 for one AED per qualifying construction project, covering the initial purchase cost. The program opened January 1, 2026, AEDs purchased between July 1, 2025 and June 30, 2027 are eligible, and the last day to submit a request is July 31, 2027. Applications run through the WSIB’s Business Safety Portal (via your WSIB online services account), and you’ll need supporting documents such as receipts and your Notice of Project. 

One catch worth planning around: there is no reimbursement program for training workers on AED use, CPR, or first aid — or for maintaining AEDs. The device may be partly funded; the trained-worker requirement is on you. 

The trained-worker requirement is a live compliance gap for many sites. Phascorp delivers Emergency First Aid CPR AED (Level A/C, one day) and Standard First Aid (Level A/C, two days, blended option available) — both covering AED use and both meeting Occupational Health and Safety and Workplace First Aid standards. Book training for your crews → 

Other Notable OHSA Amendments 

CPO-accredited safety systems now count as equivalents in public procurement. Under O. Reg. 364/25, when a public-sector construction procurement requires a Chief Prevention Officer–accredited occupational health and safety management system (OHSMS), all such accredited systems must be treated as equivalent and accepted without preference. The regulation applies to procurement by or on behalf of the Government of Ontario and public-sector organizations — including municipalities, school boards, hospitals, and post-secondary institutions — and does not apply to procurement processes initiated or contracts entered into before January 1, 2026. 

This is the single obligation currently backed by an AMP. It’s also a signal worth reading: accredited safety management systems such as COR and ISO 45001 now carry formal standing in Ontario public procurement, which strengthens the business case for accreditation if you bid on public work. 

Washroom cleaning records. Separate regulatory amendments that also took effect January 1, 2026 require employers and constructors to keep washroom cleaning records, and to make the date and time of the two most recent cleanings accessible to workers for each washroom facility. These are not part of Bill 30, but they landed the same day and are easy to overlook. 

Beyond the OHSA: WSIA and ESA Changes in Bill 30 

Bill 30 is broader than workplace safety. These changes have been in force since Royal Assent on November 27, 2025, unless noted. 

WSIA (Workplace Safety and Insurance Act) changes: 

• False or misleading statements to the WSIB about a person’s benefit claim are expressly prohibited and can attract administrative penalties. 

• Failing to pay premiums when due is now an offence, and courts may order restitution of the outstanding amount. 

• Repeat-offender fines increased: a person convicted of two or more counts of the same offence in the same proceeding can face up to $750,000 per conviction. 

• Aggravating factors — prior convictions, multiple convictions in the same proceeding, and a record of non-compliance — must be considered when determining penalties. 

• Administrative penalties can also apply to WSIB record-keeping and premium failures. 

ESA (Employment Standards Act) changes: 

• Job-posting platform accountability (in force January 1, 2026): operators of platforms displaying publicly advertised job postings must provide a mechanism for users to report fraudulent postings and maintain a written policy on handling them, displayed conspicuously and retained for three years after it ceases to be in effect. 

• Job-seeking leave: in a mass termination (50 or more employees at one establishment within a four-week window), affected employees can take up to three unpaid days during the working-notice period for job search, interviews, or training. 

• Extended temporary layoffs: with a written agreement and approval from the Director of Employment Standards, a layoff can exceed 35 weeks in a 52-week period — but cannot exceed 52 weeks in any 78-week period. The right to lay off must still come from the employment contract or established practice. 

Effective Dates: When Each Change Took Force 

Every change below is now in effect. 

Change	In force since
ESA extended temporary layoffs	November 27, 2025 (Royal Assent)
ESA job-seeking leave (mass termination)	November 27, 2025 (Royal Assent)
WSIA penalties (false statements, premium offence, $750K repeat fines, aggravating factors)	November 27, 2025 (Royal Assent)
OHSA administrative penalty (AMP) regime (s. 69.1 / O. Reg. 365/25)	January 1, 2026
AED requirement on qualifying construction projects (O. Reg. 213/91 s. 27.1, added by O. Reg. 157/25)	January 1, 2026
WSIB AED reimbursement program (O. Reg. 360/25) — requests accepted to July 31, 2027	January 1, 2026
OHSMS equivalency in public-sector procurement (O. Reg. 364/25)	January 1, 2026
Washroom cleaning records	January 1, 2026
ESA job-posting platform obligations	January 1, 2026

The AMP regulation is the part of this framework most likely to change next. Watch for amendments that add new penalized contraventions.

What Ontario Employers Should Do Right Now

These rules are in force, not on the horizon. Here’s how to confirm you’re actually compliant. 

1. Run a compliance gap review. With AMPs live and the enforcement net expected to widen, the highest-value move is knowing where your program is exposed — policies, training records, JHSC certification, required postings, and documentation — before an inspector visits. 

2. Verify your construction AED compliance today. For any project running three months or more with 20 or more workers, check all of it: a Health Canada–licensed device, the full accessory kit, compliant storage and signage, quarterly inspections signed and filed with the AED, and a CPR/AED-trained worker present whenever work is underway. A missing inspection record is as much a gap as a missing device. 

3. Claim the WSIB reimbursement if you purchased a qualifying AED — up to $2,500 per project, with requests accepted until July 31, 2027. Have your receipts and Notice of Project ready. 

4. Close the training gap. The trained-worker requirement isn’t reimbursed, so budget for it and confirm your certifications are current. 

5. Review WSIB practices — premium payments, wage records, and any statements made on benefit claims — given the offences and penalties now in force. 

6. Check that layoff, mass-termination, and job-posting practices reflect the ESA changes. 

7. If you bid on public work, consider OHSMS accreditation. With COR and ISO 45001–type accredited systems recognized as equivalents in public procurement, accreditation is both a compliance and a competitive advantage. 

One review, every gap. Phascorp provides workplace health and safety compliance reviews, audits, safety program and OHSMS development (including COR and ISO 45001), and training across Brampton, Mississauga, the GTA, and Ontario. Book a free compliance review or explore our workplace safety services. 

Takeaway 

The Working for Workers Seven Act (Bill 30) reshaped how Ontario enforces workplace safety, and six months in, the new rules are simply the baseline: inspectors can issue administrative monetary penalties without going to court, qualifying construction projects must keep an AED on site, and WSIB enforcement and repeat-offender fines are tougher. Today the AMP net is still narrow — one prescribed contravention — but it’s built to widen. 

The question for employers is no longer whether you’re ready for the changes. It’s whether you’re compliant with them right now. The organizations that come out ahead are the ones closing gaps before a penalty notice arrives — not after. 

Not sure if you’re compliant? Book a free 20-minute compliance review with Phascorp and get a clear read on where you stand under the current rules. 

Frequently Asked Questions 

What is the Working for Workers 7 Act (Bill 30)? 

The Working for Workers Seven Act, 2025 (Bill 30) is Ontario legislation that received Royal Assent on November 27, 2025 and amends the Employment Standards Act, the Occupational Health and Safety Act, and the Workplace Safety and Insurance Act. For employers, its most significant changes include a new OHSA administrative penalty system, AED requirements on certain construction projects, and tougher WSIB enforcement — most of which have been in force since January 1, 2026. 

When did the Working for Workers 7 Act changes take effect? 

Different provisions applied on different dates. The ESA layoff and mass-termination leave changes and the WSIA penalty changes were in force on Royal Assent (November 27, 2025). The major OHSA changes — the administrative penalty regime, the AED construction requirement, and the public-procurement rules — took effect January 1, 2026. 

How does Bill 30 affect Ontario employers? 

Bill 30 introduced compliance obligations and stronger enforcement that are now in effect. It gives inspectors power to issue monetary penalties without a court process, supports AED requirements on qualifying construction projects, increases WSIB penalties for repeat offenders and false statements, and adds ESA rules on layoffs, mass-termination leave, and job-posting platforms. 

What are administrative penalties under the Working for Workers 7 Act? 

Administrative monetary penalties (AMPs) are financial penalties that Ministry of Labour inspectors can impose directly for OHSA contraventions, without going through the courts. If a penalty is paid, the person cannot be charged with an offence for the same contravention. Reviews are heard by the Ontario Labour Relations Board, and an application for review must be filed within 15 days of receiving the notice. 

How much are the administrative penalties under the OHSA? 

Six months into the regime, the regulation prescribes an AMP for only one contravention — failing to treat all accredited health and safety management systems as equivalent in a public-sector construction procurement — set at the lesser of $100,000 or 10% of the procurement contract value. Further contraventions and penalty amounts can be added by amending the regulation, so employers should not read today’s narrow scope as the finished shape of the regime. 

Have the OHSA administrative penalties expanded to private employers yet? 

As of mid-2026, no. The regulation still prescribes a single contravention, which applies only to public-sector construction procurement. Because the enforcement machinery is fully built out, further contraventions reaching private-sector employers can be prescribed by amending the regulation — which makes this the area for employers to monitor. 

Are AEDs required on construction sites in Ontario? 

Yes. Since January 1, 2026, under section 27.1 of the Construction Projects Regulation (added by O. Reg. 157/25), a constructor must install and maintain an AED on a construction project that is expected to last three months or longer and regularly employs 20 or more workers. Specific storage, signage, inspection, and training requirements apply. 

What has to be stored with the AED on a construction site? 

The AED must be accompanied by one CPR mask, one pair of scissors, two pairs of disposable medical-grade gloves, one disposable razor, one garbage bag, and four absorbent towels — stored together in an unobstructed, clearly marked location protected from dust, moisture, and other damaging substances. 

How often must a construction site AED be inspected? 

At least every three months, by a competent worker, in accordance with the manufacturer’s instructions. Inspection records must be kept with the AED and show the date of each inspection and the name and signature of the worker who performed it. 

Can employers get reimbursed for buying an AED? 

Yes. The WSIB reimburses up to $2,500 for one AED per qualifying construction project. AEDs purchased between July 1, 2025 and June 30, 2027 are eligible, and the last day to submit a reimbursement request is July 31, 2027. Requests are submitted through the WSIB’s Business Safety Portal with supporting documents such as receipts and a Notice of Project. 

Does the WSIB reimburse CPR and AED training? 

No. There is no reimbursement program for training workers on AED use, CPR, or first aid, or for maintaining AEDs. Employers should budget for training separately, even though the trained-worker requirement is mandatory on qualifying projects. 

What should Ontario employers do about the Working for Workers 7 Act changes? 

Confirm compliance with rules already in force: review health and safety programs and records, verify AED compliance on qualifying construction projects, ensure CPR/AED and first aid training is current, review WSIB and layoff practices, and close any gaps. A compliance review is the fastest way to identify what needs attention. 

Will small businesses be affected by Bill 30? 

Yes. While some provisions apply only to specific industries or workplace sizes, the enforcement changes under the OHSA and WSIA raise the stakes for all employers. 

How can employers determine if they are compliant with the OHSA requirements? 

A compliance review identifies gaps in policies, safety programs, training records, required postings, and legal obligations. Phascorp helps Ontario employers assess their compliance and stay current with regulatory changes. 

Can Phascorp help employers comply with Bill 30 requirements? 

Yes. Phascorp provides workplace health and safety training, compliance support, audits, and consulting services — including COR and ISO 45001 program development — to help Ontario employers meet their obligations under the OHSA and other workplace legislation.