Bill 105 Is Heading Toward Third Reading: What the Proposed WSIB Changes Could Mean for Ontario’s Public Service Professionals.
People who work in health care, emergency services, corrections, education, social services and residential care face real risks at work.
A workplace injury can affect much more than your health. It can also mean losing income, completing confusing forms, attending medical appointments and trying to understand several benefit programs at once.
Ontario is now considering changes that could affect injured workers and their families.
Bill 105, the Protecting Ontario’s Workers and Economic Resilience Act, 2026, is waiting for third reading. It is also known as the POWER Act.
As of September 28, 2026, the official record shows that the bill was changed by a government committee and ordered for third reading on May 25. The Ontario Legislature is expected to return on October 27. However, an exact date for the debate or vote has not been announced.
The bill is not law yet. Even if it passes, some changes may not begin right away. The government and WSIB will still need to set start dates, write policies and provide more details.
The main changes
If Bill 105 passes in its current form, it would:
Increase some loss-of-earnings benefits from 85% to 90%.
Increase some survivor benefits.
Allow certain workers to receive benefits after age 65.
Expand WSIB coverage to private residential care facilities and group homes.
Create a registry to track workplace exposure to harmful substances.
Change how long-term WSIB benefits can be reviewed.
Allow some other payments to be considered when WSIB benefits are calculated.
Some of these changes could provide better support. Other changes may create new concerns for workers with serious or permanent injuries.
It makes sense to feel both hopeful and uncertain.
Loss-of-earnings benefits could increase
Loss-of-earnings benefits help replace income when a workplace injury or illness affects someone’s ability to work.
Bill 105 would increase the benefit rate from 85% to 90% of the difference between a worker’s net earnings before and after the injury. Some survivor benefits would also increase.
This does not mean workers would receive 90% of their full salary. WSIB uses net average earnings and has rules about maximum earnings, post-injury income and other payments.
Still, the increase could make a real difference. Injured workers may be dealing with lower income while also paying for medication, treatment, transportation, child care and other needs.
Workers who normally earn overtime, shift premiums or income from another job should ask how those earnings are included in the calculation.
Some benefits could continue after age 65
Under the current system, loss-of-earnings benefits often end when a worker turns 65.
Bill 105 would allow some workers to ask WSIB to decide whether they likely would have continued working after age 65. If WSIB agrees, benefits could continue until the worker recovers from the income loss or reaches the date when they likely would have retired.
This reflects the fact that many people continue working past age 65. Some enjoy their work. Others need more time to build their pension or manage the cost of living.
Workers may need to provide information showing that they planned to continue working. This could include their work history, pension plans, financial situation or past conversations about retirement.
More residential-care and group-home workers could receive coverage
Bill 105 would make WSIB coverage mandatory for workers in privately operated residential care facilities and group homes.
This could help residential counsellors, developmental-service workers, personal support workers and behavioural-support staff. These workers may face violence, lifting injuries, infectious illness and high levels of stress.
Some organizations in these sectors already have WSIB coverage. Others may be added if the bill becomes law.
Workers should still check with their employer or union to confirm their coverage.
Ontario could create a workplace-exposure registry
Bill 105 would allow Ontario’s Chief Prevention Officer to collect information directly from workers about exposure to physical, chemical or biological hazards.
This information would be used to build a workplace-exposure registry. Personal information collected directly from a worker would generally not be shared with anyone else unless the law requires it.
This could be useful because some work-related illnesses take years to develop.
Public service workers may be exposed to:
Infectious diseases.
Smoke or poor air quality.
Mould.
Cleaning chemicals.
Hazardous medications.
Radiation.
Blood or other biological material.
A clear record could help workers, researchers and the government notice patterns earlier.
The value of the registry will depend on how it works, how workers report exposures and whether they feel safe doing so.
Long-term benefits could be reviewed more often
This is one of the most debated parts of the bill.
Under current WSIB policy, loss-of-earnings benefits are usually not reviewed more than 72 months after the date of injury. There are some exceptions. This final-review point can provide stability after a worker has spent years attending treatment, trying to return to work and completing assessments.
Bill 105 would allow WSIB to review benefits for workers injured within the 72 months before the new rules begin and for people injured after that date.
During a review, WSIB could:
Keep the benefits the same.
Increase or reduce the benefits.
End the benefits.
The government would need to create rules about how often reviews can happen and when reviews would not be allowed.
If no limit is created, the bill says WSIB could review benefits as often as it believes is appropriate.
This may feel unsettling for someone living with a permanent injury. A worker may worry that a new assessment, a small change in their health or an unsuccessful return-to-work attempt could affect the benefits they rely on.
Unions and injured-worker groups have supported parts of Bill 105. They have also raised concerns that repeated reviews could create uncertainty for workers with long-term disabilities.
Many important questions are still unanswered:
How often could a review happen?
What would count as an important change?
Would some permanent claims be protected from review?
What information would workers need to provide?
How would workers challenge a decision?
More answers may come through future regulations and WSIB policies.
Other payments may affect WSIB benefits
Many public service workers have access to more than one income-support program.
These may include:
Paid sick leave.
Salary continuation.
Short-term disability.
Long-term disability.
Employer top-ups.
Pension benefits.
Benefits under a collective agreement.
Bill 105 would allow certain government or employer payments to be considered when WSIB calculates loss-of-earnings benefits.
The goal would be to prevent the total of WSIB benefits and other listed payments from going over 100% of the worker’s adjusted pre-injury net earnings.
The bill says that certain Canada Pension Plan or Quebec Pension Plan disability benefits would not be included in one category of these payments. Other details would be decided later.
This does not mean workers will lose all their other benefits. However, it may make the system more complicated.
Before accepting a payment or making changes to a benefit plan, ask how it could affect:
Your WSIB benefits.
Your disability insurance.
Your pension.
Your sick leave.
Your employer top-up.
Your taxes.
Ask for explanations in writing whenever possible.
What this could mean for Schedule 2 employers
Many public-sector organizations are covered under WSIB’s Schedule 2 system.
WSIB still makes decisions about claims and benefits. However, a Schedule 2 employer pays the actual cost of its employees’ WSIB claims, plus an administration fee.
If benefits increase or last longer, these employers may have higher costs. Employers may pay closer attention to claims, accommodations and return-to-work plans.
This does not remove a worker’s right to report an injury, seek medical care, request safe accommodations or appeal a decision.
Workers should not feel pressured to hide symptoms or return to unsafe duties because the claim costs the employer money.
A healthy return to work should:
Match the worker’s medical abilities.
Include clear restrictions.
Be gradual when needed.
Be checked regularly.
Change if the worker’s condition becomes worse.
Returning too quickly can lead to another injury or a longer absence later.
What Bill 105 does not change
Bill 105 does not appear to expand Ontario’s automatic PTSD coverage for first responders or create a new presumption for mental-stress claims.
It does not make every psychological injury automatically eligible for WSIB. It also does not place every public service worker under the same coverage rules.
The higher benefit rate would apply only after WSIB accepts a claim and confirms that the worker qualifies for benefits.
Workers may still need to provide evidence showing that their physical or psychological injury is connected to their job.
For professionals exposed to violence, death, trauma, moral distress or repeated crisis situations, the claims process may still be difficult.
Better financial benefits are important. However, workers also need prevention, early treatment, safe staffing, supportive leaders and workplaces where asking for help is treated as a strength.
What workers can do now
The bill has not passed yet, so there is no need to make sudden decisions.
There are still some useful steps workers can take.
1. Document injuries and exposures
Write down:
What happened.
When and where it happened.
Who saw it.
What symptoms appeared.
When you reported it.
What medical care you received.
How it affected your ability to work.
Keep copies of incident reports, emails and exposure notices.
2. Speak with a health-care provider
Explain what happened at work and how it is affecting your daily life.
Ask your provider to clearly record your symptoms, diagnosis, restrictions and treatment needs.
You do not need to wait until you are in crisis.
3. Learn about your coverage
Ask whether your employer is covered under Schedule 1, Schedule 2 or another system.
Your union, health and safety representative, employer or WSIB may be able to answer this.
4. Save all paperwork
Keep copies of:
WSIB forms and decisions.
Medical reports.
Return-to-work plans.
Emails and letters.
Claim numbers.
Notes from telephone calls.
Write down the date, time and name of anyone you speak with.
There may be strict deadlines for appeals.
5. Understand how your benefits work together
Ask how WSIB may affect your sick pay, disability insurance, pension or employer top-up.
Do not assume that each program works separately.
6. Ask for help
Unionized workers may be able to speak with a union representative or compensation specialist.
Non-union workers may be able to get support from a legal professional, an injured-worker organization or the Office of the Worker Adviser.
7. Keep watching for updates
Third reading is only one step.
If the bill passes, watch for:
Royal Assent.
Start dates.
New regulations.
Updated WSIB policies.
Public consultations.
Changes to workplace procedures.
WSIB has already said that preparing for Bill 105 will be a major policy priority if the bill becomes law.
Moving forward with care
Workplace compensation is not only about rules and numbers.
It affects whether injured workers can pay their bills, care for their families and focus on healing. It also affects whether people feel safe reporting an injury or asking for support.
Bill 105 includes changes that could help many workers. Higher loss-of-earnings benefits, support after age 65, wider coverage and better exposure tracking could all make a difference.
At the same time, concerns about repeated benefit reviews and the coordination of other payments deserve attention.
If you feel unsure about these changes, that makes sense. You do not need to understand the whole bill at once.
Focus on what you can control:
Record what happened.
Stay connected with your health-care providers.
Ask questions.
Keep your paperwork.
Get advice when you need it.
Watch for reliable updates.
The people who care for, protect, educate and support our communities deserve a workplace compensation system that treats them with fairness, dignity and respect.
This article provides general information and is not legal advice. A worker’s rights and benefits depend on the law and policies in effect, the facts of the claim, the employer’s coverage and any collective agreement or benefit plan.
