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Unfairly treated or fired at work?
Bill 27 was passed in late 2021 with a clear goal: modernize Ontario’s workplaces and better protect workers’ rights. The legislation applies to virtually all employers and employees across the province, aiming to address the realities of today’s work environment-where technology often blurs the line between work and personal life.
Ontario’s employment landscape is changing, and I’ve seen firsthand how these changes impact both employers and employees. The Working for Workers Act, 2021-better known as Bill 27 marks a significant shift in workplace rights and obligations. Whether you’re running a business or navigating your own employment, understanding these new rules is crucial.
I’ve advised clients who felt overwhelmed by after-hours emails or who worried about restrictive clauses in their contracts. Bill 27 directly responds to these concerns, ensuring a fairer and more balanced work experience for everyone.
One of the most talked-about changes is the “right to disconnect.” Employers with 25 or more employees must now have a written policy outlining expectations around work-related communications outside regular hours. This means employees should know when they’re expected to respond to emails or calls-and when they’re truly off the clock.
I’ve heard from clients who struggled to set boundaries, feeling pressure to be available around the clock. With this new requirement, there’s a legal foundation for protecting personal time and mental health.
Bill 27 also bans most non-compete clauses in employment contracts, making it easier for workers to change jobs without fear of legal repercussions. There are a few exceptions (such as for executives in very senior roles), but for most employees, this means greater career mobility and freedom.
Temporary help agencies and recruiters must now be licensed to operate in Ontario, and businesses are prohibited from using unlicensed firms. This measure is designed to protect vulnerable workers from exploitation, ensuring fair treatment and accountability.
Another practical but important change: businesses must provide washroom access to delivery personnel, including gig workers and independent contractors. This small step makes a big difference in the daily lives of those who keep our supply chains running.
Bill 27 isn’t just about new paperwork or compliance. It’s about creating a healthier, more transparent, and more equitable workplace. Employees gain clearer rights and protections, while employers benefit from well-defined expectations and reduced risk of disputes.
I’ve seen how these changes can prevent misunderstandings and foster better workplace relationships. For instance, a written disconnect policy can help resolve conflicts before they escalate, while the ban on non-competes opens doors for talented professionals to thrive.
If you’re an employer, now is the time to review and update your contracts and HR policies. For those with 25 or more employees, drafting and communicating a written disconnect policy is mandatory. All employers should remove non-compete clauses from new agreements and ensure compliance with the new rules for temp agencies and recruiters.
As an employee, you now have the right to disconnect, more freedom to change jobs, and greater protection if you work through a temp agency or as a delivery driver. If you believe your employer isn’t following these new rules, you have options: start by raising the issue internally, and if needed, consult a legal professional or file a complaint with the Ministry of Labour.
Bill 27 brings important changes to Ontario’s employment laws, affecting both employers and employees. From the right to disconnect to the end of most non-compete agreements, these updates promote fairness, transparency, and a better work-life balance.
Staying informed is the first step- whether you’re running a business or building your career, knowing your rights and responsibilities is essential.
I’m Saad Mirza, the founder of Thrive Law, a employment law firm dedicated to helping employees across Ontario navigate challenging job terminations and workplace issues.
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