As of January 1, 2026, Ontario made it easier for credentialed workers from other provinces to work here. What’s notable for manufacturers is that this rollout covers non-health-regulated occupations. Healthcare mobility is also changing, but through separate amendments.
The Ontario Labour Mobility Act introduced an “as of right” framework based on interprovincial credential recognition. This means workers from other provinces can move into roles within Ontario on a fast-tracked, temporary basis while their full Ontario certification is processed, instead of starting the recertification process from square one. These changes impact more than 50 regulatory bodies and hundreds of certifications across the province, including a long list of skilled trades certifications that manufacturers rely on every day.
What “As of Right” Means in Practice
Prior to January 1, 2026, in most cases, a worker certified in another province had to complete Ontario’s certification or registration process to legally work here. This made it much harder to hire qualified candidates from outside Ontario, even when their credentials were solid.
Under the Act, a worker from another province holding a valid certification from that province can now be deemed certified in Ontario on a temporary basis, typically able to start work within about 10 business days of applying, while the regulator finishes processing their full Ontario registration. That deemed status is a one-time period lasting up to six months. It isn’t renewable, so if full certification isn’t completed within that window, it becomes an operational risk worth tracking for any employer relying on it. Regulators can’t demand extra training, exams, or Ontario experience as a condition of certification, whether temporary or full, though they can still require things like background checks, proof of insurance, or language proficiency.
Who Does This Affect?
The scope is broad. It covers skilled trades, as well as many other regulated professions and occupations. Skilled Trades Ontario alone regulates more than 140 trades, including electricians, plumbers, automotive technicians, and Red Seal trades, so most manufacturers will have some exposure here. If your organization hires any role that requires provincial certification or licensing, from millwrights and electricians to a range of technical and professional positions, this legislation likely touches your recruitment pipeline in some way.
There are still steps involved, however. Depending on the regulatory body, registration may still be required, along with basic information confirming the employee’s credentials are current and in good standing. The rules are rolled out by profession, and the details of what a worker needs to provide differ. You need to review this for any roles you are interested in hiring.
What Employers Should Do With This
Review your recruitment policies for any language that requires Ontario certification as a prerequisite. Your job postings or screening criteria may now be excluding candidates who are actually eligible to work here.
Update your credential verification process so recruiters know what constitutes a valid out-of-province certification under the new rules. This will ensure you’re not screening out eligible candidates or clearing someone without the right checks.
Review your onboarding policies, especially basic occupational health and safety awareness training required under Ontario’s OHSA. The requirements for those can differ slightly from what a new hire completed in their home province. Adjust your onboarding to ensure equivalency where it counts, especially for safety-sensitive roles.
Why This Is Important
This isn’t just a compliance update. This is a significant change to the labour market that employers should be aware of, and it broadens the pool of candidates eligible to apply for the roles you’re recruiting for enough to have a real impact on how you recruit and onboard. This specifically impacts fields where Ontario employers, manufacturers in particular, have been dealing with real, persistent shortages, as is the case with many skilled trades roles.