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New Rights for Digital Platform Workers in Ontario
Ontario’s Digital Platform Workers’ Rights Act, 2022 (DPWRA) is scheduled to come into effect on July 1, 2025. This new law is a major development in workplace law in Ontario, aimed at protecting those who earn income through digital platforms like Uber, SkipTheDishes, DoorDash, Lyft, and others.
Whether you operate a digital platform or work for one, this Act will likely affect your rights and obligations. Here’s what you need to know.
Who Is Covered Under the Act?
The Act applies to workers who perform “digital platform work,” meaning work arranged through an online platform that provides ride-share, delivery, or other services to customers. Importantly, this law applies regardless of whether the worker is classified as an “employee” under the Employment Standards Act (ESA). That includes many individuals currently considered independent contractors.
The law also applies to digital platform operators, the companies or organizations that facilitate work through a digital interface.
Key Protections for Workers
Here are some of the rights digital platform workers will gain under the DPWRA:
1. Minimum Wage for Each Assignment
Digital platform operators must pay workers at least the general minimum wage (as defined in the ESA) for each work assignment, starting from the time the worker accepts the task to the time it is completed. This addresses common concerns that workers were earning less than minimum wage due to the unpaid wait times.
Workers will now be entitled to information about how their pay is calculated, including formulas or variables used to determine what they receive. This makes it easier for workers to make informed decisions and spot inconsistencies.
3. Recurring Pay Periods
Operators must establish a regular pay cycle and provide a pay statement for each period. This brings digital work more in line with traditional employment standards.
4. Tip Protection
Operators are prohibited from withholding or making deductions from tips or gratuities, unless authorized by law (such as for taxes). This ensures workers receive the full benefit of tips given by customers.
5. Protection from Deactivation
One of the most significant changes is that digital platform workers cannot be removed (or “deactivated”) from the platform without written notice except in cases involving public safety, fraud, or other legal issues. Workers must be informed of the reason for their removal and may request additional information in writing.
As Christopher Achkar, employment lawyer and founder of Achkar Law, explains:
“With new rights for digital platform workers now in effect, both workers and companies must understand their legal obligations and entitlements. Speaking to a lawyer can help clarify these changes and prevent costly mistakes.”
What This Means for Employers and Platform Operators
Review and Update Pay Practices
Platform operators must be ready to implement assignment-based minimum wage tracking and adjust algorithms or payment systems accordingly.
Build Out Transparent Pay Policies
Companies need to disclose pay formulas clearly to workers. This may require documentation updates, platform notifications, and possibly revising the terms of service.
Develop and Communicate Deactivation Protocols
Operators must create a formal process for giving written notice before removing a worker from the platform, with exceptions only for urgent public safety issues. This could include internal recordkeeping and template notices.
Revise Contracts and Agreements
Standard contracts or onboarding documents for workers should be reviewed for compliance with the new law. Clauses about tips, pay, or deactivation must not conflict with the DPWRA.
What This Means for Digital Platform Workers
Better Pay Clarity and Predictability
Workers will finally have clear information about what they are paid, why, and when, reducing uncertainty and empowering better decision-making.
Stronger Job Security
Being cut off from an app without explanation can threaten a worker’s income overnight. The new rules ensure more transparency and fairness in platform access decisions.
More Leverage in Disputes
Having the right to request information, minimum pay, and transparency means workers may be in a better position to resolve disputes, or raise issues, without fearing instant deactivation.
Final Thoughts
The Digital Platform Workers’ Rights Act is a first-of-its-kind law in Canada, giving Ontario a leading role in addressing gig economy protections. For employers and workers alike, the time to prepare is now.
If you operate a digital platform, make sure your systems, contracts, and practices are ready for the July 1, 2025, start date. If you work through a digital platform, take the time to understand your new rights. This law may reshape your work life in important ways.
Contact Achkar Law
Need help understanding what this means for your organization or your rights as a worker?
We’re here to help. Contact us at Achkar Law.
The article in this client update provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Achkar Law Professional Corporation and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Achkar Law Professional Corporation. ©