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

Ontario changed how it enforces workplace health and safety at the start of 2026. 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. The OHSA measures that matter most to employers took effect on January 1, 2026. They are now law.

Three changes matter most. 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. Repeat offenders also face steeper fines. Here’s where each change stands in mid-2026—and what your organization should already have in place.

The Working for Workers Seven Act, 2025 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. The Act also strengthens compliance enforcement. This guide covers the changes that matter most to Ontario employers, HR and operations leaders, and health and safety coordinators.

Quick Overview: What Is Bill 30? 

Ontario introduced Bill 30 on May 28, 2025. It received Royal Assent on November 27, 2025. The Act amends the ESA, OHSA, and WSIA. Its provisions affect hiring, terminations, layoffs, workplace safety enforcement, and WSIB obligations.

Some provisions took effect on Royal Assent. The major OHSA safety and enforcement changes took effect on January 1, 2026, alongside new regulations. 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 change could have the widest long-term impact. Since January 1, 2026, Part IX.1 (section 69.1) of the OHSA has authorized Ministry of Labour inspectors to issue administrative monetary penalties (AMPs). Ontario Regulation 365/25 (Administrative Penalties) implements this framework. Inspectors can issue AMPs for contraventions of the OHSA, its regulations, or an order or requirement from an inspector, a Director, or the Minister.

An AMP is a financial penalty that the Ministry imposes through an administrative process rather than a court. Think of it as a middle ground between an inspector’s order and a full prosecution. It carries a financial cost, but an inspector can issue it directly without a trial. The stated purpose is to promote compliance, not to punish. 

How Do Administrative Monetary Penalties 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 deadline is short. The Ontario Labour Relations Board (OLRB) hears reviews. 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. During a review, the recipient generally has to show why the penalty was wrong. In a prosecution, 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. 

How Broad Is the AMP System in Mid-2026?

Here’s the critical nuance, six months in: the regulation currently prescribes an AMP for only one contravention. The organization fails to treat all Chief Prevention Officer–accredited health and safety management systems as equivalent, contrary to section 3 of O. Reg. 364/25. The rule applies to public-sector construction procurement. The penalty equals the lesser of $100,000 or 10% of the procurement contract value. It applies only to government and public-sector organizations. As a result, most private-sector employers remain outside the AMP system for now.

However, Ontario has built and activated the enforcement framework. It includes notice, review, collection, and public-naming procedures. Ontario did not create this system to govern just one procurement rule. In our view, the narrow penalty schedule may be a starting point rather than the final design. That single penalty also sends a signal: an organization could face a six-figure penalty for a contravention that causes no worker injury. The framework is in place, and Ontario could expand it.

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. Section 27.1 of the Construction Projects Regulation (O. Reg. 213/91) sets out this requirement. O. Reg. 157/25 added the section. Bill 30 supplied the OHSA’s statutory definition of a defibrillator and authorized the WSIB reimbursement program.

AED Setup and Storage Requirements

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. 

Keep the AED and its kit together in a location with no obstructions and easy access. Prescribed signage must clearly mark the location. Protect the device from dust, moisture, and other on-site substances that could damage it. If you keep the AED outdoors, protect it from moisture, direct sunlight, and extreme temperatures. The sign must show a heart with a lightning bolt. It must also display “Automated External Defibrillator,” “AED,” or the French equivalent.

AED Maintenance, Inspections, and Records

• 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. 

About 7,000 people in Ontario experience cardiac arrest every year. Without intervention, only 1 in 10 survive. CPR and AED use in the first few minutes can improve survival rates by more than 50%. Survival also drops by roughly 10% for every minute without defibrillation. Construction work can involve physical demands, an aging workforce, heat stress, and electrical contact. These risks help explain 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. 

 WSIB AED Reimbursement: The Program Is Still Open

The cost help is still open. The WSIB reimburses up to $2,500 for one AED per qualifying construction project. This amount covers the initial purchase cost. The program opened on January 1, 2026. It accepts AED purchases made between July 1, 2025, and June 30, 2027. Submit your reimbursement request by July 31, 2027. Apply through the WSIB’s Business Safety Portal using your WSIB online services account. 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, public-sector construction procurements must treat all Chief Prevention Officer–accredited occupational health and safety management systems (OHSMS) as equivalent. When a procurement requires an accredited OHSMS, the organization must accept all qualifying systems without preference. This rule applies to procurement by or on behalf of the Government of Ontario and public-sector organizations. These include municipalities, school boards, hospitals, and post-secondary institutions. The regulation does not apply to procurement processes that began, 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 also took effect on January 1, 2026. They require employers and constructors to keep washroom cleaning records. Workers must be able to access the date and time of the two most recent cleanings for each washroom facility. These rules are not part of Bill 30, but they took effect on 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 that display publicly advertised job postings must let users report fraudulent postings. They must also maintain a written policy for handling those reports. The platform must display the policy prominently and retain it for three years after it stops being 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 in the table 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 already in force. Use the checklist below to confirm your organization’s compliance.

1. Run a compliance gap review. AMPs are now in effect, and Ontario may expand the enforcement framework. Identify gaps in policies, training records, JHSC certification, required postings, and documentation before an inspector visits.

2. Verify your construction AED compliance today. For every project that runs at least three months and regularly employs 20 or more workers, check the full setup. Confirm that you have a Health Canada-licensed device, the complete accessory kit, compliant storage and signage, quarterly inspections with signed records filed alongside the AED, and a CPR/AED-trained worker on site whenever work is underway. A missing inspection record creates a compliance gap just as a missing device does.

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) changed how Ontario enforces workplace safety. Six months in, the new rules are now the baseline. Inspectors can issue administrative monetary penalties without going to court. Qualifying construction projects must keep an AED on site. WSIB enforcement and repeat-offender fines have also become tougher. Today, the AMP system still covers only one prescribed contravention. However, Ontario has built the framework to expand it.

Employers should focus on current compliance—not just readiness for the changes. Close gaps before a penalty notice arrives, rather than 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 measures that are now in effect. Inspectors can issue monetary penalties without a court process. The Act also supports AED requirements on qualifying construction projects, increases WSIB penalties for repeat offenders and false statements, and adds ESA rules for 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 have one CPR mask, one pair of scissors, two pairs of disposable medical-grade gloves, one disposable razor, one garbage bag, and four absorbent towels. Keep the kit with the AED in an unobstructed, clearly marked location. Protect the device and kit from dust, moisture, and other damaging substances.

How often must a construction site AED be inspected? 

A competent worker must inspect the AED at least every three months, following the manufacturer’s instructions. Keep inspection records with the AED. Each record must include the inspection date 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. AED purchases made between July 1, 2025, and June 30, 2027, qualify. Submit your reimbursement request by July 31, 2027, through the WSIB’s Business Safety Portal. Include 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 that your organization follows the 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 remains current. Review WSIB and layoff practices, then close any gaps. A compliance review can help 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.