Ontario employers should be aware of Bill 105, but should not treat it as law yet.

Ontario’s Bill 105, Protecting Ontario’s Workers and Economic Resilience Act, 2026, proposes several workplace-related changes. The Ontario government described the bill as proposed legislation that would, if passed, make a range of changes affecting workers, businesses, and approvals processes.

As of the Legislature’s current Bill 105 page, the bill is still before the Legislative Assembly and has not fully completed the legislative process.

What is the WSIB benefit proposal?

One of the key proposed WSIB changes would increase certain loss-of-earnings benefits from 85% to 90% of a worker’s net average earnings. Because the bill is not yet fully passed, this should be described as a proposed change, not a current legal requirement.

Why does this matter for employers?

If passed, the change could affect WSIB claims costs, disability management planning, return-to-work communications, and internal WSIB education materials.

However, employers should avoid updating policies or client-facing materials as though the 90% calculation is already in force.

What should employers do now?

Employers should:

• monitor Bill 105’s legislative status;
• flag the proposed change for HR, payroll, health and safety, and disability management teams;
• review active WSIB claims if the bill passes; and
• update internal materials only once the change is enacted and in force.

Employer takeaway

This is a “watch list” item. Bill 105 may become important, but the WSIB benefit calculation change should be labelled proposed until the bill fully passes and the relevant provisions come into force.