Staying current with legislation is crucial for maintaining compliance and supporting employees. On December 14, 2024, Ontario passed Bill 229 (the “Working for Workers Six Act”), expanding job-protected leaves under the Employment Standards Act (ESA)—specifically for Child Placement and Long-Term Illness. In this post, we’ll outline the key details, discuss potential impacts, and share best practices for building a compliant, supportive workplace culture.
1. Bill 229: An Overview
With Bill 229 now in effect, employers across Ontario must ensure their policies are updated to reflect the revised ESA provisions. The legislation underscores the government’s continued commitment to bolster employee protections and support workers through major life events—including welcoming a child under various placement scenarios and coping with long-term illnesses.
Key Takeaways: By updating your organization’s policies and processes to incorporate these leave changes, you’ll minimize legal risk, demonstrate compassion, and strengthen your employer brand.
2. Child Placement Leave: Greater Inclusivity for Growing Families
Bill 229 implements Child Placement Leave to encompass an array of caregiving scenarios, ensuring that foster parents, kinship caregivers, and others have job-protected time off. The new leave focus on:
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Greater Inclusivity: Employees who welcome a child through fostering or other formal placements are now entitled to 16 weeks of unpaid job-protected leave if they have been employed by the employer for at least 13 weeks upon the child’s placement or arrival into custody. Bill 229’s recognition of diverse family structures supports a more inclusive workplace.
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Documentation Guidelines: The legislation offers additional clarity on the documentation employers can reasonably request, such as official placement papers. While verifying eligibility is important, remember to maintain privacy and sensitivity.
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Positive Workplace Culture: Supporting new parents—whether biological, adoptive, or fostering—contributes to a family-friendly environment. Encouraging open dialogue around life events can significantly boost morale and employee loyalty.
What to Do Next:
- Review and Update Policies: Ensure your leave policies explicitly outline eligibility and the documentation process.
- Communicate Changes: Proactively inform managers and employees about the new entitlements to reduce confusion and foster trust.
3. Long-Term Illness Leave: Providing Protections for Health Challenges
Starting June 19, 2025, employees may take 27-week (in a 52-week period) of job protected Long-Term Illness Leave if they have been with the employer for at least 13 consecutive weeks. Bill 229 provides eligibility guidelines for this job protection.
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Eligible Health Conditions: Employees who cannot perform the duties of their position because of a serious medical condition, which may include a chronic or episodic condition, will now have job security. Bill 229’s goal is to ensure that the employee has adequate time to recover and return to work when medically able.
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Evolving Documentation Requirements: Bill 229 further clarifies acceptable proof of illness and the employer’s role in requesting medical evidence. Striking the right balance between employee privacy and legitimate verification is essential.
What to Do Next:
- Audit Your HR Handbook: Incorporate the new provisions for the unpaid Child Placement Leave and Long-Term Illness Leave.
- Train Managers: Ensure supervisors understand the new guidelines and handle leave requests with sensitivity and consistency.
4. Compliance & Best Practices
With Bill 229 passed, it’s essential that internal processes are aligned with the new requirements. Here are steps you can take to ensure smooth implementation:
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Policy Overhaul: Perform a thorough audit of your current leave policies. Update them to include the expanded definitions and job protected leaves outlined in Bill 229.
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Clear Communication: Train your HR team and managers on the revised leave entitlements and documentation protocols. Providing clear resources (e.g., FAQs, one-page summaries) can streamline the transition.
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Documentation Procedures: Refine your internal forms and checklists to capture the appropriate information for Child Placement Leave or Long-Term Illness Leave. Prioritize efficiency and confidentiality.
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Partner with Legal Experts: Consult with legal counsel to confirm that your updated policies align with the new legislative requirements and are consistently applied.
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Promote Employee Well-Being: Emphasize your organization’s dedication to supporting employees during significant life events—like welcoming a child or managing a long-term illness. This approach not only ensures compliance but also enhances employee satisfaction and retention.
5. Looking Ahead: Building a People-Centered Workplace
Bill 229’s passage is more than just another regulatory requirement; it reflects a broader trend toward people-first workplaces. By proactively adapting your policies to support employees during family-related changes and health challenges, you reaffirm your organization’s commitment to a compassionate and inclusive culture.
Sparrow is dedicated to helping you navigate these updates efficiently. Our leave management platform streamlines compliance and administrative tasks, so you can focus on building a supportive environment where employees feel valued and protected.
Disclaimer: This post is for informational purposes only and does not constitute legal advice. For specific guidance on Bill 229’s implications for your organization, consult with an employment law professional.
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