Ontario’s employment laws are evolving again. As part of Bill 30 (Working for Workers Act, 2025), the province has introduced three new types of unpaid leaves under the Employment Standards Act (ESA) that are set to affect thousands of workers.

Whether you’re facing a long-term illness, growing your family through adoption or surrogacy, or part of a large-scale termination, these changes are worth understanding.

1. Long-Term Sick Leave — In Force June 19, 2025

Starting June 19, 2025, Ontario workers will be entitled to 27 weeks of unpaid leave if they suffer from a serious medical condition, including:

• Chronic illnesses (e.g., autoimmune diseases)

• Episodic conditions (e.g., flare-ups of MS, migraines, or mental health issues)

This new leave provides much-needed protection for workers whose medical issues go beyond the scope of regular sick days or short-term disability. While unpaid, the leave allows employees to focus on recovery without risking job loss.

Key Takeaway:

If you’re dealing with a serious, medically confirmed health condition, you may soon have legal protection to take extended time off.

2. Child Placement Leave — Coming Soon

Ontario is also introducing 16 weeks of unpaid leave for employees who are:

• Adopting a child, or

• Welcoming a child through surrogacy

Although the date this law takes effect has yet to be proclaimed, it reflects the government’s broader recognition of non-traditional paths to parenthood. The leave is meant to give adoptive and intended parents time to bond with their new child—similar to maternity or parental leave.

Key Takeaway:

If you’re adopting or growing your family through surrogacy, Ontario will soon give you job-protected time off to focus on your new arrival.

3. Job Seeking Leave — Coming Into Force Upon Passage of Bill 30

For workers impacted by group terminations (defined as 50 or more employees receiving notice of termination), Ontario will soon offer 3 days of unpaid leave for job-seeking purposes. This includes time to:

• Search for new jobs

• Attend interviews

• Take retraining or skill-upgrading courses

This provision aims to ease the transition for employees impacted by mass layoffs, particularly in industries going through restructuring or downsizing.

Key Takeaway:

If you’re part of a large-scale layoff, you’ll soon have the right to take time off work to find your next opportunity—without needing to sacrifice your remaining income or vacation.

Why These Changes Matter

Ontario’s new leaves reflect a shift toward more worker-centric protections, particularly in areas like:

• Mental health and chronic illness

• Inclusive family-building

• Mass layoff support

These changes are part of a broader trend of making employment standards more humane and adaptable to today’s realities. While the leaves are unpaid, they provide crucial job protection for employees navigating difficult life events.

Need Help Understanding Your Rights?

At Agha Law Professional Corporation, we help Ontario employees navigate leaves of absence, termination rights, and accommodation requests. If you’re unsure whether you’re eligible for one of these new leaves—or if your employer is pushing back—we can help.

📞 Book a free consultation to understand your entitlements and protect your job.