Small pension payout threshold to double from $1,500 to $3,000 under Ontario pension rules

Ontario's General Regulation under the Pension Benefits Act is being amended to double the dollar threshold used wherever the $1,500 figure appears, replacing it with $3,000. This threshold typically governs when a pension plan administrator can pay out a small benefit as a lump sum rather than keeping it in the plan. Plan administrators and sponsors should review their plan documents and administrative processes to ensure they are ready to apply the higher $3,000 limit when the change takes effect. Members with small pension entitlements near the current threshold may be affected by how and when their benefit is paid out.

Upcoming rules lock water and wastewater public corporations to public ownership and protect employees during asset transfers

A set of amendments — not yet in force — will tighten the rules governing water and wastewater public corporations (WWPCs) in Ontario once activated by order. When the changes take effect, WWPCs may only be designated if all shares are held by a municipality, Ontario, Canada, or their agents, and shares can only be issued or transferred to those same parties. A new asset-transfer restriction will prevent a WWPC from disposing of water or sewage infrastructure unless its board first passes a resolution declaring the asset surplus. Municipalities making transfer by-laws will be required to set an effective date for each transfer, and debenture-related liabilities will be excluded from those transfers. Employees moved to a WWPC through a transfer by-law will have continuous employment, will not be considered terminated or constructively dismissed, and the corporation will be treated as a successor employer for labour-relations and pay-equity purposes. The Minister will also gain new regulation-making powers covering debt obligations linked to transferred capital works and the legal effect of transfer by-laws on contracts and rights. None of these changes are in force yet; each takes effect on a date to be set by order of the Lieutenant Governor in Council.

Police record check providers must now meet prescribed service standards, with liability shields for non-compliance

The Act now requires police record check providers to comply with any service standards set by regulation, including potential timeframes for completing checks. A new section explicitly blocks most legal claims — including damages, injunctions, and arbitral awards — against the Crown or any other person if those standards are not met; judicial review, constitutional remedies, and proceedings under the Act itself remain available. The Minister gains new regulation-making powers to set those standards and require providers to report on their compliance publicly. Separately, the exemption that previously excluded children's aid society background checks from the Act's scope has been repealed, meaning those searches are no longer carved out. The language describing which summary convictions are withheld after five years has been clarified to cover offences prosecutable only by summary conviction proceedings.

Ontario Immigrant Nominee Program rules consolidated: old applicant categories removed, broader eligibility language now in force

Ontario has updated the procedural regulation governing its Immigrant Nominee Program by removing several sections that listed specific applicant categories (foreign worker, international student with a job offer, in-demand skills, entrepreneur, and others) and replacing them with category-neutral language. The expression-of-interest and invitation-to-apply process now applies to any applicant who is required to receive an invitation before filing, rather than being tied to named categories. Similarly, the Express Entry notification-of-interest process now applies to any category requiring such a notification, not just the previously listed human capital priorities, French-speaking skilled worker, and skilled trades streams. Employer registration and job-offer submission requirements are streamlined: employers must register with the director and submit a job offer before an employment position approval is sought, and applicants who need an approved job offer cannot apply for a certificate of nomination without one from a registered employer. Applicants already in the program or planning to apply should review Ontario Regulation 422/17 (General) for updated eligibility criteria, as the detailed category definitions now sit there rather than in this procedural regulation.

New rules set out how Ontario's CODE bargaining committee is structured, governed, and how it ratifies collective agreements

A new regulation establishes the formal structure of the CODE Bargaining Committee, which represents school boards as employers during central collective bargaining under the School Boards Collective Bargaining Act. The committee will have 16 elected members drawn from chief executive officers of CODE-represented school boards, plus any Minister-appointed members and a non-voting executive director who acts as secretary. The regulation spells out how members are elected and replaced, how meetings are run (including quorum and voting rules), and how the committee exercises its powers by resolution. On ratification of central bargaining settlements, the committee must first approve a memorandum before a weighted vote of affected school board chief executive officers is held—abstentions and non-votes count as votes in favour. Financial rules require that employer-association fees be kept in a separate account and used only for collective bargaining functions. A transitional 'interim committee' applies until the committee itself, with Ministerial approval, fixes a date to move to the permanent structure, with initial membership reflecting current provincial supervisory appointments at several named school boards.

Six union central bargaining tables formally established for Ontario school board negotiations

The regulation now designates six employee bargaining agencies — CUPE, ETFO, OSSTF, OPSEU, EWAO-ATEO, and OCEW — as the official representatives for central bargaining covering all school board employees in their respective bargaining units. For each union or union council, a matching central table is established, and employer-side bargaining agencies (councils drawn from francophone public, francophone Catholic, and English-language school board associations) are designated where required. Each central table will conduct province-wide bargaining on behalf of the affected employees and school boards. School boards and unions covered by these designations must engage through these central tables for the 2026 round of collective bargaining. Individual school boards and local union affiliates should verify which central table applies to their bargaining units and coordinate with their designated employer or employee bargaining agency accordingly.

School board central bargaining fees: 'trustees' associations' renamed to 'employers' associations,' English-public boards to pay CODE

This amendment makes two main changes to the central bargaining fee rules for Ontario school boards. First, all references to 'trustees' association' have been replaced with 'employers' association' throughout the regulation, covering fee payment obligations, financial statement requirements, and consequences for non-payment. Second, for English-language public district school boards, the fee recipient is changing from the Ontario Public School Boards' Association to the Council of Ontario Directors of Education (CODE), with school authorities also directed to pay their annual $1,000 fee to CODE instead of OPSBA. A future amendment (taking effect September 1, 2026) will also remove the separate paragraph covering English-language separate district school boards from the fee schedule. School boards and their finance teams should update their records to reflect the new payee names and terminology when making fee payments and processing financial statements.

Employer bargaining agency for designated school boards renamed from OPSBA to CODE

The regulation has been updated to replace the name of the designated employer bargaining agency for four small northern and separate school boards. Where the Ontario Public School Boards' Association (OPSBA) was previously named as the employer bargaining agency for these boards, that role is now assigned to the Council of Ontario Directors of Education (CODE). The four affected school boards are the James Bay Lowlands Secondary School Board, the Moose Factory Island District School Area Board, the Moosonee District School Area Board, and the Protestant Separate School Board of the Town of Penetanguishene. Administrators and labour relations staff at these boards should confirm that collective bargaining processes and related communications now flow through CODE rather than OPSBA.

New rules for PAVA projectile launchers: training required before issuance and tighter use restrictions

The regulation replaces all references to 'PepperBall launcher' with the broader term 'PAVA projectile launcher,' defined as a PepperBall launcher or closely similar device that fires projectiles containing PAVA or a similar irritant. A new section requires police chiefs to confirm that any member receiving a PAVA projectile launcher has met the Minister's training requirements and is competent with the device before it is issued — mirroring the existing pre-issuance duties for firearms. Use of the launcher is now explicitly limited to projectiles containing PAVA, OC, or a PAVA/OC combination. The device may only be carried or used by members of a tactical unit, hostage rescue team, or public order unit who are chief-authorized, and special constables employed by the Niagara Parks Commission are expressly prohibited from carrying or using it. The new pre-issuance duty is also excluded from the training-exercise and maintenance exemption that applies to other firearm rules.

Council of Ontario Directors of Education (CODE) replaces OPSBA and OCSTA as central bargaining employer agency for English-language school boards

The CODE (Council of Ontario Directors of Education) is now designated as the employer bargaining agency for all English-language public district school boards, English-language separate district school boards, and boards established under section 68 of the Education Act—roles previously held by OPSBA and OCSTA respectively. A new internal bargaining committee within the CODE will oversee and direct its collective bargaining activities, with authority to make by-laws governing its processes; the Minister can override those by-laws by order. Transition provisions require OPSBA and OCSTA to co-operate with the CODE's assumption of these functions, and the Minister can order transfers of rights, contracts, employees, records and other assets to the CODE. The Ontario Catholic School Trustees' Association retains a defined observer role at central bargaining tables for English-language separate district school boards and keeps the right to raise denominational rights concerns. The law also now explicitly states that nothing in it makes any party other than a school board—including an employer bargaining agency or the Crown—an employer of school board employees under any legislation or at common law. School boards, union bargaining agencies, and the CODE's predecessor associations (OPSBA and OCSTA) all need to understand revised roles, obligations, and liability protections.

Definition of 'Commission' in Ottawa-Carleton French-Language School Board Act flagged for future repeal

A note has been added to the Act signalling that the definition of 'Commission' — which refers to the Languages of Instruction Commission of Ontario — is scheduled to be repealed on a date yet to be set by the Lieutenant Governor in Council. No other substantive provisions of the Act have changed at this time. The amendment record has also been updated to reflect this pending change. Organizations or individuals relying on the Commission's role under this Act should monitor for the order that will bring the repeal into force.

Engineering licence experience requirements will shift to a 24-month post-degree minimum plus competency assessment

The regulation sets out two staged changes to the experience requirements for obtaining a professional engineering licence in Ontario. Under the current rules, applicants must show 48 months of engineering experience overall, with up to 12 months allowed before completing their degree. The incoming rules replace this with a requirement for at least 24 months of post-degree experience, eliminating the provision that allowed some experience to be counted before graduation. Alongside the reduced time requirement, the incoming rules also replace the existing practical-skill standard with a competency-based assessment approved by the Registrar, shifting the evaluation framework from a time-and-opinion model to a structured competency review. Applicants currently in the licensing process, and those planning to apply, should consider how these changes may affect how they document and present their experience.

Ontario's interjurisdictional support law now recognises family arbitration awards as support orders — amendment takes effect

An amendment to Ontario's Interjurisdictional Support Orders Act has been brought into force, formally adding family arbitration awards to the definition of "support order." This means that an arbitration award requiring support payments — if it is enforceable in the jurisdiction where it was made as though it were a court order — can now be treated as a support order under the Act. Practically, this allows such awards to be registered and enforced across jurisdictions using the Act's interjurisdictional processes. The change affects parties who have resolved support obligations through family arbitration rather than court litigation. Anyone relying on a family arbitration award for cross-border support enforcement should confirm whether the award meets the enforceability test in the originating jurisdiction.

Family arbitration awards now treated as enforceable support orders under Ontario's family support enforcement law

Amendments that were previously listed as "not yet in force" have now been given a force date, bringing family arbitration awards (those enforceable under section 59.9 of the Family Law Act) fully within the definition of "support order" under Ontario's family support enforcement legislation. This means such awards are now subject to the same income-deduction and enforcement machinery — including automatic support deduction orders — that applies to court-issued support orders and domestic contracts. The rules around which court is deemed to have made a related support deduction order, and which court has jurisdiction to vary such an order, have also been updated to address family arbitration awards specifically. Individuals who pay or receive support under a family arbitration award, and their legal advisors, should be aware that the Director of the Family Responsibility Office can now enforce and administer those awards in the same way as court orders. Payors subject to such awards should review their compliance obligations under the FRO enforcement framework.

New advisory committee will screen WSIB board appointments before they reach the Minister

Pending proclamation, a formal advisory committee must be established to vet and recommend candidates for most WSIB board member positions before the Minister can propose names to the Lieutenant Governor in Council. At least a majority-plus-one of the board's appointed members (those in the general category) must come from candidates the committee recommends, and the committee itself must include both public members selected through an open process and individuals with occupational health and safety backgrounds. Candidates must first apply through the Public Appointments Secretariat. The board of directors also gains a new formal channel to recommend in writing that a member's appointment be revoked, which the Minister must consider. These changes are not yet in force and will take effect on a date to be set by order.

Ontario expands the election to treat funded benefit plans as unfunded for tax purposes, with new ministerial regulation powers

Planholders of funded benefit plans can now elect to have their employer health tax on benefit plan contributions calculated under the unfunded-plan rules (based on benefits paid rather than contributions made). Previously this election was only available to qualifying trusts with excess assets; it is now open to any funded benefit plan planholder. The Minister gains authority to prescribe limitations on which plans may elect, how long elections last, and to make regulations overriding the normal transition rules when an election is made or revoked — including regulations that can apply retroactively. Planholders who think they may benefit from switching to unfunded-plan tax treatment should review whether they qualify and how to file an election in the form and manner the Minister approves. The earlier disclaimer about the consolidation being affected by retroactive provisions has been removed, suggesting the retroactive provisions have now been incorporated.

Victoria Day removed from the list of statutory retail holidays under Ontario's Retail Business Holidays Act

Victoria Day has been removed from the definition of "holiday" in Ontario's Retail Business Holidays Act, meaning it is no longer a designated closing day for retail businesses under that law. Retailers who previously had to close or obtain an exemption to open on Victoria Day will no longer face that requirement based on this Act. This change applies province-wide, except the City of Toronto, which has always been exempt from this Act. Retail operators and compliance teams should review their holiday operating policies and schedules to reflect that Victoria Day is no longer a restricted day under this legislation.

Ontario pension law expanded to allow variable life benefits, new wind-up rules, and extinguishment of untraceable members' benefits

Ontario's Pension Benefits Act has been amended to introduce a new type of pension payment called a "variable life benefit" — a pooled, non-account-based pension paid from a dedicated fund whose amount can fluctuate based on investment returns, mortality experience, and actuarial assumptions. Pension plans may be designed to offer this option, and members with defined contribution or additional voluntary contribution balances may elect to transfer those funds into a variable life benefit fund before retiring. A parallel set of partial wind-up rules (sections 77.0.1–77.0.7) has been added specifically for plans offering variable life benefits, since the general bar on partial wind-ups still applies to other plan types. A new section (102.5) allows plan administrators to apply to the Chief Executive Officer to extinguish the rights of former or retired members who appear to be over 100 years old and cannot be located, with defined consequences for misapplied consents. The Guarantee Fund monthly benefit threshold for wind-ups on or after March 26, 2026 has also been increased from $1,500 to $3,000 per month. Most of the new variable life benefit provisions are not yet in force and require a proclamation order.

New regulation sets design, maintenance, training and record-keeping rules for all elevating work platforms on Ontario construction projects

Ontario has introduced a standalone regulation governing elevating work platforms (EWPs) — including mobile elevating work platforms (MEWPs), mast climbing work platforms and vehicle-mounted aerial devices — on all construction projects. Every EWP must be engineer-designed and certified to the applicable CSA standard, equipped with guardrails and rated-load signage, and inspected daily before use. Owners must keep permanent maintenance and inspection records dating back to the original purchase date or May 1991, whichever is later, and attach an up-to-date inspection tag near the operator's station. Employers must ensure MEWP operators complete a formal theory-and-practical training program valid for five years, with make-and-model familiarization required when training was not specific to the equipment in use; training records must be kept and provided to workers or inspectors on request. Workers operating other types of EWPs must receive oral and written instruction, including a hands-on demonstration, before first use.

Respirator approval rules for designated substances expanded to recognize CSA Group certification

Starting mid-2026, respirators used under Ontario's Designated Substances regulation will be accepted if approved by NIOSH, by the CSA Group (a newly recognized certifier), or by another agency whose protection is judged equivalent to either NIOSH or CSA. Previously, only NIOSH approval or an equivalency opinion was required. For asbestos protection specifically, the filter designation codes are also being updated: the current 'N-100, R-100 or P-100' labelling will be replaced with expanded codes including 'CA-N100, CA-R100 and CA-P100' to align with CSA standards. Employers who supply workers with respirators for designated-substance work should verify that their equipment selections and purchasing specifications reflect the updated approval criteria and filter codes before the changes take effect.

Asbestos rules to accept CSA-certified respirators alongside NIOSH-approved ones starting mid-2026

Amendments scheduled to take effect add the CSA Group (CSA) as an accepted respirator certification body alongside the existing NIOSH standard for asbestos work on construction projects and in buildings. Workers and employers will be able to use respirators approved by either NIOSH or CSA when asbestos exposure controls require respiratory protection. The respirator filter designations in Table 2 are also being updated to reflect current NIOSH and new CSA filter coding conventions (e.g., N100, CA-N100, R100, CA-R100, P100, CA-P100 replacing the older hyphenated codes). Employers and safety managers should review their respirator procurement and worker training to ensure equipment meets either the NIOSH or CSA approval standards once the changes are in force.

Hard hats must meet side-impact standards and section 22 rules tightened; several elevating work platform sections to be revoked

Two sets of future changes have been added to Ontario's construction regulation. First, hard-hat requirements are being upgraded: workers who may be exposed to side-impact hazards will need headwear that meets the Type 2 (CSA Z94.1) or Type II (ANSI Z89.1) standard; all other workers will still need headwear meeting those same standards (but without the side-impact-specific Type 2 requirement). A new rule also requires a chin strap or other retention system whenever site conditions could cause a hard hat to dislodge. Second, the current rules for elevating work platforms covering design, maintenance records, inspection tags, operator training, operating limits, and operator manuals (sections 143–149) are all being revoked, which likely signals replacement by a different regulatory framework. Construction employers and safety officers should assess their current hard hat inventory against the upcoming Type 2/Type II requirements and monitor for any replacement rules on elevating work platforms.

Respirator approval rules updated to recognize CSA Group certification alongside NIOSH

Starting mid-2026, respirators provided to workers can be approved by the CSA Group (CSA) as an alternative to NIOSH approval, not just by NIOSH or a qualified-opinion-backed third party. The amendment adds CSA as a recognized certifying body in the respirator selection requirements and updates the filter designation codes for asbestos work (e.g., 'N-100' becomes 'N100' or 'CA-N100', and equivalent changes for R and P series filters). Employers who select and provide respirators will need to ensure their equipment meets the updated approval and filter labelling standards. Anyone currently specifying respirators for workers—particularly for asbestos exposure—should check that the filter designations in their written programs match the new codes.

Certain commercial driver's licences now require proof of legal ability to work in Canada

A new provision ties specific classes of Ontario driver's licences to a requirement under the Highway Traffic Act that applicants demonstrate they are legally entitled to work in Canada. Class A, B, C, D, E, and F licences are all captured by this rule. However, Class D licences issued under the minister's special authority (the provision covering certain non-standard situations) are excluded from this requirement. The section is stated to apply despite the Human Rights Code, meaning that Code protections do not override this work-authorization check. Licence applicants in these classes should be prepared to provide evidence of their eligibility to work in Canada as part of the licensing process.