Ontario’s 2026 Workplace Regulation Changes: What Construction, Manufacturing and Skilled Trades Employers Need to Know
Updated January 15, 2026
Ontario has introduced a set of updated regulations that take effect January 1, 2026, with specific obligations now on employers in construction, manufacturing, and skilled trades sectors. These regulations affect on-site safety equipment, hygiene documentation, employment practices, and workplace compliance documentation — and they carry inspection and enforcement consequences.
This post breaks down the most relevant changes, how they apply in the field, and what your company is required to do to comply.
Mandatory AEDs on Qualifying Construction Sites
One of the most discussed changes in the new regulatory package is the requirement for Automated External Defibrillators (AEDs) on certain construction projects in Ontario under O. Reg. 157/25.
What the Regulation Requires
Projects must have a Health Canada–licensed AED on site when:
20 or more workers are regularly employed, and
The project is expected to run for three months or longer.
This rule came into force on January 1, 2026 and applies to qualifying construction jobs, including those already in progress.
A rebate program through the Workplace Safety and Insurance Board (WSIB) can help offset AED purchase costs (up to $2,500 per qualifying project) for devices bought between mid-2025 and mid-2027.
Why AEDs Matter on the Job Site
An AED is a portable medical device that analyzes heart rhythm and delivers an electrical shock if needed to help someone experiencing sudden cardiac arrest. AEDs are designed for use by laypersons with minimal training, with audio/visual prompts guiding the user.
Medical evidence shows that survival rates from sudden cardiac arrest improve significantly when CPR and AED use occur within the first minutes of collapse — before paramedics can arrive.
In East Gwillimbury, Ontario, a man collapsed at his place of work and experienced a cardiac arrest. Coworkers retrieved an AED and, using it with CPR, helped keep him alive until emergency services arrived.
In high-risk environments like construction or industrial sites there’s a lot of physical exertion. And, it can take time for EMS to respond. Access to an AED with trained personnel can be the difference between life and death.
For employers, AED readiness requires placement planning, training, documentation, inspections, and clear signage.
Washroom Cleaning Documentation Requirement
Ontario now mandates that workplaces document washroom cleaning, and make those records visible or accessible to workers.
What You Must Track
Employers must record:
The date and time of the most recent two washroom cleaning events, and
Where that record is posted (either on site near the washroom or electronically with access instructions for workers).
This requirement applies to all workplaces with washrooms — including construction sites with portable facilities and manufacturing plant washrooms.
Why This Matters on Site
Clean, sanitary washrooms are more than dignity. They contribute to everyone’s health and hygiene.
As someone who has spent time on job sites, many of these spaces are in rough shape. I’ve seen
Damp, soggy toilet paper in portable units.
Urine and crap on the floor, walls, toilet seats
No handwashing access.
Myself, juggling gear and coveralls in cramped, unsanitary conditions. Trying not to let them hit the disgusting floor.
That’s not acceptable. I’m all for this regulation. Workers deserve basic hygiene at work. Clean washrooms with documented cleaning help reduce illness, reflect organizational standards, and protect you during inspections.
Other Key Regulatory Impacts for 2026
Public Sector Construction and Health & Safety Systems
If your business bids on public or broader public sector work, Ontario’s procurement rules are now linked to formal health and safety management systems. Accreditations with the Chief Prevention Officer (CPO) and documented systems may become prerequisites for eligibility. This increases the importance of structured safety program implementation.
We help implement regulated Health and Safety management systems that help you keep well organized and compliant.
Construction Act Changes
Updated timelines for progress payments, holdbacks, and notice requirements under the Construction Act remain important for project management teams. Supervisors and project leaders must stay informed so that workforce and contractor relationships aren’t compromised by payment disputes or administrative missteps.
Hiring & Job Posting Transparency
New Ontario employment requirements affect job postings — potentially requiring:
Compensation ranges
Disclosure if AI tools are used in hiring
Clear evidence that a vacancy actually exists
Response timelines to interviewed candidates
These rules apply to employers of various sizes and industries, impacting recruitment practices and company HR standards.
Labour Mobility
For regulated trades and professions, Ontario continues to reduce barriers to workers from other provinces, speeding recognition processes and helping fill labour gaps. HR teams must update onboarding procedures and expectations accordingly.
What Employers Should Do Now
Here’s what we suggest you do now:
Evaluate projects against AED requirements (20+ workers and 3+ months).
Purchase and install Health Canada–licensed AEDs for qualifying sites.
Assign AED custodians responsible for training, inspections, and documentation.
Implement washroom cleaning logs and ensure they’re accessible to crews.
Conduct supervisor training on new documentation, safety, and compliance expectations.
Review recruitment and job posting templates for transparency compliance.
Coordinate with your legal or HR advisors on Construction Act changes.
Update onboarding for multi-jurisdictional credential recognition.
We can help:
Ontario’s 2026 regulatory changes are concrete, enforceable, and highly relevant for employers in construction, manufacturing, and skilled trades.
These operational requirements affect safety readiness, documentation practices, and compliance standing in audits or inspections.
If you need help interpreting these rules as they apply to your specific roles, sites, or HR systems, I can help you frame a practical implementation strategy. Just ask.
Book your discovery call today.
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