“Welcome to the Team, that’ll Be $75 for the Shirt”
If your onboarding process includes directing new hires to purchase a branded uniform, Ontario may be about to retire that tradition.
The provincial government has announced proposed changes that would prohibit large employers from charging employees for mandatory, employer-specific uniforms. In other words, if it has your logo on it and they’re required to wear it, it may soon be your expense—not theirs.
What the Proposal Actually Targets
The focus is on uniforms that are both required and clearly tied to the employer—think branded shirts, aprons, or other items that employees are unlikely to wear anywhere other than work (and certainly not by choice on the weekend).
While the proposal is aimed at “large employers,” the details, including how that term will be defined and whether there will be any carve-outs, are still expected to develop through consultation.
Not Just a Technical Change
From a legal standpoint, this is more than a minor adjustment. Under the current Employment Standards Act, 2000 framework, the focus has generally been on how uniform costs are handled—for example, whether deductions are permitted and whether minimum wage requirements are maintained—rather than an outright prohibition on charging employees for uniforms.
This proposal shifts the focus. It signals that, at least in some cases, the cost itself may no longer be permissible to pass on to employees.
What This Means for Employers (Beyond the Obvious)
For employers, the immediate takeaway is not panic—but it is planning.
If employees are currently paying for branded uniforms, whether upfront or through payroll, those practices may need to change. And while a single uniform may not seem like a major expense, the math looks different when multiplied across a larger workforce.
It is also worth noting that this fits into a broader policy trend: reducing employee-borne costs that are closely tied to performing the job. The direction is increasingly clear—if something is mandatory and uniquely tied to your business, it is being treated as part of your cost of doing business.
The Practical Bottom Line
Employers who take the opportunity now to review their policies and cost structures will be better positioned to adapt smoothly if and when these changes are implemented—and may avoid having to make rushed adjustments later
The legislation is not yet in force, and there are still details to come. But the writing is on the (uniform) wall.
Robin K. Mann, Associate Lawyer