Digital Platform Workers’ Rights Act: What It Means for Gig Workers in Ontario

The Digital Platform Workers’ Rights Act, 2022 (DPWRA) is part of Ontario’s Working for Workers Act. It was proclaimed in September 2024 and has been in effect since July 1, 2025.

This law creates minimum rights and protections for gig workers on apps like Uber, DoorDash, Instacart, and other digital platforms. Whether you’re an employee or an independent contractor, the Act sets rules for pay, transparency, and fair treatment.

Key Rights Under the Act

Here are the most important protections the DPWRA introduces:

1. Guaranteed Minimum Pay

Gig workers must earn at least Ontario’s general minimum wage for every assignment (from acceptance to completion). Tips can’t be counted toward this baseline.

2. On-Time Payment

Operators must set a regular pay period and pay day. All wages and tips must be paid on time.

3. Protection of Tips

Platforms can’t withhold or deduct tips, except when legally required (such as for taxes).

4. Pay Transparency

Workers must be told — within 24 hours of joining a platform — how pay is calculated, how tips are handled, and how ratings or performance affect assignments.

5. Fair Deactivation Rules

If a worker is removed from a platform for more than 24 hours, the company must provide two weeks’ written notice, unless there’s serious misconduct or a legal issue.

6. Local Dispute Resolution

Any disputes must be resolved in Ontario, regardless of where the platform is headquartered.

7. Protection from Reprisal

Workers can’t be punished for asking about or enforcing their rights.

8. Operator Record-Keeping

Platforms must track important details such as:

• Worker names and contact information
• When workers joined or were removed
• Times and dates of each assignment

9. Enforcement and Penalties

Compliance officers can investigate violations. Penalties may include fines up to $100,000 for a first offense and $500,000 for repeat offenses.

Why This Law Matters

The gig economy has exploded in Ontario, but many app-based workers had little job security or clarity around pay. The DPWRA changes that by ensuring:

• Fair pay and stability – Minimum wage for every assignment.
• Transparency – Rules for how earnings are calculated.
• Worker protections – Safeguards against unfair deactivation or retaliation.
• Accountability for platforms – Strict record-keeping and enforcement tools.

Speak to an Employment Lawyer

At Samfiru Tumarkin LLP, our employment lawyers in Toronto represent tens of thousands of non-unionized employees and gig workers in wrongful dismissal, severance pay, and human rights claims against employers of all sizes and industries.

• 👥 Over 50,000 clients helped across Canada
• 💰 Secured millions in severance and settlements
• 📱 Free Termination Consultations — in many, but not all, cases
• ⚖️ No win, no fee — you don’t pay unless we succeed
• ⭐ 3,000 5-star Google reviews across Canada (4.7 average)
• 🏆 Recognized as one of Canada’s Best Law Firms by The Globe and Mail

📞 Call us at 1-855-821-5900 or request a consultation online.