Ontario’s Bill 190: New Employment Changes for Ontario Employers
Ontario’s got some new employment laws, and we know it can be a lot to keep up with!
Bill 190, the Working for Workers Five Act, 2024, has made some big changes that affect several employment aspects – from sick leave to workplace harassment.
In this blog post, we’ll break down the key points and what they mean for you as an employer in Ontario.
Don’t risk a $100,000 fine for non-compliance! Keep reading to learn more.
Key Changes to Know About as an Ontario Employer
1. Job Postings & Retention of Information:
- Employers must disclose whether a publicly advertised job is vacant or not.
- Employers must respond to applicants they have interviewed and provide certain information.
- Employers must retain copies of specific information provided by job applicants for three years.
2. Sick Leave:
- Employers can no longer require medical certificates for employees taking ESA sick leave.
- This change aims to reduce barriers to accessing essential sick leave benefits.
3. Enhanced Workplace Harassment Protections:
- The definition of workplace harassment has been broadened to include virtual environments.
- This expansion recognizes the increasing prevalence of remote and hybrid work.
4. Telework Safety Regulations:
- The Occupational Health and Safety Act now extends to telework performed in private residences.
- This ensures that employees working remotely are protected from workplace hazards.
5. Washroom Facility Requirements:
- Constructors and employers are now responsible for maintaining adequate washroom facilities.
- This change aims to improve working conditions and promote employee well-being.
So…what does this mean?
Here’s What You Need to do as an Employer in Ontario
1. Update Your Job Posting Practices:
- Ensure your publicly advertised job postings are clear and indicate whether the advertised job is vacant or not.
- Avoid discriminatory language or requirements.
2. Review Your Sick Leave Policy:
- Understand the new sick leave entitlements for your employees.
- Update your policies and procedures accordingly.
3. Enhance Workplace Harassment Prevention:
- Review and update your workplace harassment and violence policy.
- Provide training to all employees on recognizing and preventing harassment.
- Establish clear reporting procedures.
4. Address Telework and Remote Work:
- Ensure that your workplace policies and procedures apply to remote workers.
- Provide necessary equipment and support to remote workers.
- Address health and safety concerns for remote workers.
5. Update Your Record-Keeping:
- Review your record-keeping practices to comply with the new requirements.
- Ensure you are keeping accurate records of information provided to interviewed applicants for three years.
6. Stay Informed and Consult with Experts:
- Stay updated on the latest changes to employment laws and regulations.
- Give Envol a follow on LinkedIn – we regularly share about new legislative changes in the employment landscape!
- Consult with legal counsel or HR professionals to ensure compliance.
Bill 190 represents a significant step forward in protecting workers’ rights and promoting a fair and equitable workplace. Start by understanding the new changes and taking these steps to protect your business from potential fines and liabilities while creating a positive and productive work environment.
Feeling overwhelmed with the new changes? Connect with our team of specialists today – we’re here to help make sure your workplace is compliant, and your employees are happy!