Discover how Ontario’s new Working for Workers Acts 5 & 6 update the OHSA and WSIA—covering telework, harassment, PPE, JHSC flexibility, and penalties.
Ontario Strengthens Worker Health and Safety with the Working for Workers Acts 5 & 6
Ontario’s Working for Workers Acts 5 and 6 (Bills 190 & 229) introduce sweeping updates to the Occupational Health and Safety Act (OHSA) and Workplace Safety and Insurance Act (WSIA).
This guide breaks down key changes—covering telework, virtual harassment, PPE standards, and tougher penalties—to help employers stay compliant in 2025 and beyond.
A New Era for Workplace Safety in Ontario
Imagine an Ontario where every worker—whether on a job site, in an office, or working from home—is equally protected by law. That’s the vision behind the province’s latest safety reforms.
With the Working for Workers Acts 5 and 6, Ontario is modernizing the Occupational Health and Safety Act to reflect how and where people actually work today.
From virtual harassment protections to telework coverage and increased corporate penalties, these legislative changes represent one of the most significant updates to Ontario’s workplace safety framework in years.
If you’re an employer, safety manager, or HR professional, understanding these reforms isn’t optional—it’s essential for compliance and prevention.
Key OHSA Changes Employers Need to Know
1. Expanded Definition of “Industrial Establishment”
The definition now includes office environments, even when not located within traditional industrial facilities.
This ensures that administrative and clerical workers receive the same protections as field and production staff.
2. Telework Is Now Covered Under the OHSA
One of the most impactful updates: teleworkers—employees working remotely from private residences—are now explicitly protected.
This recognizes the evolving hybrid work model and requires employers to extend their health and safety programs beyond physical offices.
3. Virtual Harassment Is Recognized
Workplace harassment definitions have been expanded to cover cyber or online harassment.
Emails, chat messages, or digital communications that constitute harassment now fall under OHSA scrutiny, ensuring psychological safety in both physical and digital workspaces.
4. Washroom Facility Standards Elevated
Employers must now provide and maintain clean, sanitary washrooms and document cleaning schedules.
This measure, though simple, reinforces Ontario’s focus on worker dignity and hygiene—an area often overlooked until complaints arise.
5. Digital Compliance Options Introduced
Employers may now post OHSA materials electronically, as long as workers know where to find them.
This flexibility supports remote teams while maintaining transparency and compliance requirements—especially useful for distributed organizations managing multiple sites.
6. Flexible JHSC Meetings for Modern Workplaces
The legislation now allows Joint Health and Safety Committee (JHSC) meetings to take place virtually, removing the previous requirement for in-person gatherings at the workplace.
This update makes safety governance more inclusive, particularly for companies with hybrid or multi-location teams, ensuring all members can participate in decision-making regardless of geography.
7. Training Equivalency Now Recognized
The Chief Prevention Officer (CPO) has gained authority to establish criteria for evaluating training equivalency from outside Ontario.
This means workers or supervisors who completed recognized training programs in other jurisdictions can have their qualifications assessed for Ontario compliance—streamlining onboarding and reducing redundant retraining.
8. Properly Fitted PPE for All Workers
Personal Protective Equipment (PPE) must now account for individual fit, explicitly considering factors specific to women and diverse body types.
This marks a progressive shift toward gender-inclusive safety standards, addressing long-standing concerns that ill-fitting PPE compromises both comfort and protection.
9. Tougher Penalties for Corporate Violations
Accountability has been strengthened through higher minimum fines.
Corporations convicted of a second or subsequent OHSA offence resulting in worker death or serious injury within two years now face a minimum fine of $500,000.
This reflects Ontario’s zero-tolerance stance on repeat offenders and reinforces the importance of proactive compliance systems.
Overall Impact: A Safer, More Inclusive Ontario Workforce
The Working for Workers Acts 5 and 6 modernize Ontario’s safety framework for a changing world of work.
By expanding the scope of the Occupational Health and Safety Act (OHSA), addressing digital harassment, and enforcing stricter accountability, these reforms create a foundation for more equitable and safer workplaces across all industries.
Employers who act early to update their safety policies, training programs, and documentation will not only stay compliant—but also earn the trust and loyalty of their teams.
Partner with Achieve Safety for OHSA Compliance
Keeping up with legislative changes can be complex—but you don’t have to navigate them alone.
At Achieve Safety, we specialize in helping Ontario businesses interpret and implement the latest OHSA and WSIA requirements through:
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Compliance audits and gap assessments
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Policy and procedure updates
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Supervisor and JHSC training
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Workplace harassment and telework safety programs
👉 Learn how Achieve Safety can help your organization stay compliant with Ontario’s evolving safety legislation and build a culture of protection, respect, and accountability.
FAQs – Working for Workers Acts 5 & 6 Ontario
Q1. What are the Working for Workers Acts 5 and 6?
The Working for Workers Acts 5 and 6 (Bills 190 and 229) are Ontario legislative updates that strengthen the Occupational Health and Safety Act (OHSA) and Workplace Safety and Insurance Act (WSIA). They modernize workplace protections to reflect remote work, online harassment, and evolving industry needs.
Q2. How do the new Acts impact telework and remote employees?
For the first time, telework performed in or around private residences is explicitly covered under the OHSA. This ensures that remote and hybrid workers enjoy the same legal protections as on-site employees, including access to proper safety policies and reporting procedures.
Q3. What changes were made to the definition of workplace harassment?
The updated legislation expands the definition of workplace harassment to include virtual or online harassment. Communications through email, chat platforms, or other digital tools that create a hostile work environment are now recognized as workplace harassment under the OHSA.
Q4. What new requirements apply to washroom facilities?
Employers must now provide clean, sanitary washrooms for all workers and maintain records of cleaning. This update reinforces health and hygiene standards, ensuring basic worker dignity across all workplaces, including temporary or mobile job sites.
Q5. Can employers now post OHSA information electronically?
Yes. Employers can post mandatory OHSA notices, policies, and documents in electronic formats, as long as employees are clearly informed about how to access them. This change supports remote teams and paperless compliance systems.
Q6. How do the Acts affect Joint Health and Safety Committee (JHSC) meetings?
JHSC meetings no longer need to occur in person.
They can now be held electronically, enabling broader participation for hybrid organizations or those operating in multiple locations across Ontario.
Q7. What does the new PPE requirement mean for women and diverse workers?
The Acts emphasize that Personal Protective Equipment (PPE) must properly fit each worker, taking into account gender, body type, and other factors. This update addresses long-standing PPE fit issues and promotes inclusive safety standards.
Q8. What are the new penalties for corporate safety violations?
Corporations convicted of a second or subsequent OHSA offence resulting in serious injury or death within two years face a minimum fine of $500,000. This increase underscores Ontario’s tougher stance on repeat offenders and the importance of consistent compliance.
Q9. How can Ontario employers stay compliant with the new OHSA updates?
Employers should review and update their safety policies, remote work procedures, harassment programs, and PPE standards. Partnering with a certified consultant like Achieve Safety ensures your organization fully complies with the latest legislative requirements under Working for Workers Acts 5 and 6.
