The Employment Standards Act (ESA) has long provided a foundation for fair workplace practices in Ontario. Through the introduction and ongoing evolution of the Working for Workers Act, significant updates have been implemented to strengthen protections for employees and clarify employer responsibilities.
With these requirements now in effect, it’s important for employers to understand how they impact day-to-day workplace practices. This overview highlights key obligations for small business owners looking to maintain compliant and supportive workplaces.
Employment Agreements: Notable Modifications
As of July 1, 2025, Ontario employers with 25 or more employees must provide new hires with mandatory written information (i.e. a well-structured employment agreement) before their first day, as part of Bill 190. Required details include:
- Legal employer name
- Contact information (i.e. address, phone, and contact person)
- General description of work location where the work will be performed
- Starting wage rate/salary, commissions, bonus, etc.
- Pay period and pay day
- Hours of work, including if these are variable or fixed
Well-structured employment agreements help reduce ambiguity and protect both employers and employees. Employers should also ensure their agreements reflect current ESA standards, including minimum wage, vacation entitlements and overtime requirements.
Publicly Advertised Job Postings: Current Requirements
Effective January 1, 2026, employers with more than 25 employees are required to:
- Include salary ranges or wage information in publicly advertised job postings
- Disclose if AI is used in the screening and hiring process to assess candidates
- Prohibit the use of “Canadian experience” as a requirement for the role
- Indicate whether the position is for an existing vacancy or future opportunity
- Inform interviewed applicants within 45 days if they are hired, following an interview
- Retain postings and related hiring records for three years
Implications for Small Businesses: Compliance Tips
- Review and update job postings to include required information
- Ensure employment agreements are current and comply with ESA requirements
- Maintain accurate records and documentation for all employment practices
- Consult legal or HR professionals to help ensure ongoing compliance with current employment standards
Stay Informed and Supported
Keeping up with ESA requirements is an ongoing responsibility. By understanding and implementing these standards, employees can create positive workplaces while reducing compliance risks. Regularly review official guidance and consult our in-house HR advisor to ensure your business remains up-to-date and supportive of employee rights.
S+C Partners is committed to helping you.
Please call us at 905-821-9215 or email us at hr@scpllp.com if you have any questions concerning these updates or require HR advisory or support. Our HR Director, Dinah Sheffrin can help you navigate these employment changes.
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