Ontario Employment Law Update 2024-2025: Bill 229

Upcoming Changes to Ontario’s Sick Leave Policy: What HR Professionals Need to Know

Effective June 19, 2025, Ontario employers must update their sick leave policies to comply with new restrictions on medical documentation requests. Employees will still be entitled to three days of unpaid leave per calendar year for personal illness, injury, or medical emergency. However, a significant change limits the type of evidence employers can request to verify sick leave. While employers may still require reasonable evidence, they can no longer demand a certificate from a physician, a registered nurse, or a psychologist. This legislative update aims to reduce strain on healthcare resources and prevent employees from incurring unnecessary medical expenses when justifying their absence.

For HR professionals, this change necessitates a careful review of sick leave policies, employment contracts, and collective agreements to ensure compliance. HR teams should update employee handbooks and leave management systems to reflect the new limitations. Additionally, training for managers and supervisors will be crucial to help them navigate alternative methods of verifying sick leave, such as employee statements, workplace observations, or self-attestation. Without the ability to require medical notes, employers may experience increased absenteeism, making it essential to implement stronger tracking mechanisms while fostering a culture of accountability and employee well-being.

Unionized workplaces should pay particular attention to how this change interacts with collective agreements, as discussions with union representatives may be necessary to establish acceptable verification processes. HR leaders must also find a balanced approach that supports employees while maintaining operational efficiency. With reduced administrative burdens on employees, employers should consider wellness initiatives and proactive engagement strategies to address absenteeism at its root causes, such as workplace stress and burnout.

As the implementation date approaches, HR professionals must take proactive steps to ensure compliance and minimize disruption. Reviewing policies, training leadership, and maintaining open communication with employees will be key to navigating this shift effectively.

Frequently Asked Questions

Does this affect existing sick leave?

This is separate from existing sick day entitlements under the ESA.

How does this interact with other leaves?

Employees maintain rights to other statutory leaves while eligible for medical leave.

What conditions qualify?

Any serious medical condition confirmed by qualified healthcare providers.

Compliance Resources

• ESA policy updates
• Documentation templates
• Implementation checklists
• Manager guidelines
• Employee communication templates

Contact Our HR Experts

For guidance on implementing Bill 229: 📞 613-919-7534 📧 [email protected]

Stay compliant with Ontario employment law changes. Book a consultation for detailed implementation support.

Additional Resources:

• Official Bill 229 Text
• Ministry of Labour Guidelines
• ESA Information Bulletins

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