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HR Childcare
""Welcome to your HR Resource Hub!
Here, you’ll find policies, letter
templates, and HR tools to support your
childcare business. Explore and make the
most of these shared resources, designed
with your needs in mind.""
Important
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Operational
Policies
Important
If you want to edit the policy (for example add your company logo) copy and paste the policy content into another document
Important
If you want to edit the policy (for example add your company logo) copy and paste the policy content into another document
Important
If you want to edit the letter (for example add your company logo) copy and paste the policy content into another document
Important Links
Latest ESA Updates
Employers with 25 or more employees must provide new
employees with specific information in writing before their
first day of work or as soon as reasonably possible
thereafter:
Employer Details: Legal and operating names, contact
information, and work location.
Compensation and Work Hours: Starting wage rate, pay
period and payday, and a general description of initial hours
of work.
Effective January 1, 2026, employers must include the following in
publicly advertised job postings:
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Expected compensation or a compensation range (limited to $50,000
per year or less). -
Disclosure of the use of artificial intelligence in the hiring process.
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Indication of whether the posting is for an existing vacancy.
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Prohibition of requiring Canadian work experience.
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Employers must also provide information to interviewed applicants
within 45 days and retain records for three years.
As of October 1, 2024, Ontario's general minimum wage
increased to $17.20 per hour, up from $16.55. This 3.9%
rise aligns with the Ontario Consumer Price Index to help
workers manage the cost of living.
Projections suggest that, based on inflation trends, the
minimum wage could increase to approximately $17.82
per hour on October 1, 2025.
Effective June 19, 2025, Ontario's ESA will introduce two
new long-term, job-protected leaves:
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Long-Term Illness Leave
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Eligibility: Employees with 13+ weeks of service.
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Duration: Up to 27 weeks of unpaid leave for serious
medical conditions. -
Documentation: Evidence may be required.
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Placement of a Child Leave
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Eligibility: Employees with 13+ weeks of service.
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Duration: Up to 16 weeks of unpaid leave following
adoption or surrogacy.
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Beginning July 1, 2025, employers in Ontario must provide new
employees with written information about their job, including:
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Job Title and Description: Clear details about the role and
responsibilities. -
Rate of Pay: Information on wage or salary, including how it
is paid. -
Hours of Work: The regular work schedule or expectations
for hours. -
Benefits: Any benefits provided, such as health insurance,
vacation, or sick leave. -
Other Terms of Employment: Additional details that may
apply to the specific role, such as probationary periods or
incentives.
As of October 1, 2025, Ontario's minimum wage will increase to
$17.60 per hour, up from the current $17.20. This adjustment reflects
a 2.4% rise, aligning with the Ontario Consumer Price Index (CPI) to
help workers keep pace with inflation.
Latest Municipality
(Chatham-Kent) Updates
As of March 19, 2025, childcare employers in the Chatham-Kent area should be aware of several operational policies and guidelines to ensure
compliance and maintain high-quality care:
Chatham-Kent's Efforts to Make Child Care More Affordable:
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Chatham-Kent is improving child care as part of the Canada-Wide Early Learning and Child Care (CWELCC) plan.
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The goal is to reduce child care fees to $10 per day per child by September 2025.
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Fees have been gradually lowered, starting in April 2022, with reductions in December 2022 and September 2024.
Chatham-Kent's Child Care Expansion Plans for 2024-2026:
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In 2024, Chatham-Kent added 118 new licensed child care spaces, supporting the provincial goal of 86,000 new spaces by 2026.
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The municipality plans to add 7 new spaces in 2025 and 24 in 2026.
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By the end of 2026, Chatham-Kent aims to have a total of 2,560 child care spaces for children aged 0-5.
As of February 12, 2025, childcare employers in the Chatham-Kent area should be aware of several operational policies and guidelines to ensure compliance and maintain high-quality care:
Child Care Fee Subsidy Policies:
The Child Care Fee Subsidy Parent Handbook outlines essential policies for childcare providers:
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Withdrawal Notice: Parents are required to provide at least two weeks' notice before withdrawing a child from care to avoid charges that cannot be covered by the Fee Subsidy.
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Parental Contribution: Families may still have a portion of the childcare fee to pay, known as the Parental Contribution, which must be paid directly to the childcare operator.
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Overpayment: If a family is found ineligible for subsidized care, they may be required to repay the Fee Subsidy funding received.
Immunization Requirements:
Licensed childcare centers must ensure that all children in attendance are fully immunized or have a valid exemption form on file, in accordance with Ontario's Child Care and Early Years Act.
Health and Safety Standards:
Childcare centers are expected to adhere to health and safety standards, including:
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Infection Control: Implementing best practices to prevent the spread of germs, such as regular cleaning and disinfecting of toys and surfaces, and promoting proper handwashing among children.
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Outdoor Play Space: Ensuring that outdoor play areas meet specific requirements, including adequate space per child, appropriate fencing, and safe play equipment.
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Program Requirements:
Childcare centers must arrange programs to include:
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Outdoor Time: At least two hours of outdoor play each day, weather permitting, for children receiving care for six hours or more.
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Rest Periods: A rest period not exceeding two hours for children in toddler or preschool groups receiving care for six hours or more.
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Policies and Procedures:
Childcare centers should develop and implement comprehensive policies and procedures covering various aspects of operations, including:
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Rights and Responsibilities: Clearly outlining the rights of clients and families, as well as their responsibilities.
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Health and Safety Protocols: Establishing guidelines for health and safety, including infection control measures and emergency procedures.
Adhering to these policies and guidelines is crucial for childcare employers in Chatham-Kent to provide safe, high-quality care and comply with regulatory requirements.
As of March 19, 2025, childcare employers in the Chatham-Kent area should be aware of several operational policies and guidelines to ensure
compliance and maintain high-quality care:
Chatham-Kent's Efforts to Make Child Care More Affordable:
-
Chatham-Kent is improving child care as part of the Canada-Wide Early Learning and Child Care (CWELCC) plan.
-
The goal is to reduce child care fees to $10 per day per child by September 2025.
-
Fees have been gradually lowered, starting in April 2022, with reductions in December 2022 and September 2024.
Chatham-Kent's Child Care Expansion Plans for 2024-2026:
-
In 2024, Chatham-Kent added 118 new licensed child care spaces, supporting the provincial goal of 86,000 new spaces by 2026.
-
The municipality plans to add 7 new spaces in 2025 and 24 in 2026.
-
By the end of 2026, Chatham-Kent aims to have a total of 2,560 child care spaces for children aged 0-5.
Expansion suspected for 2026:
Chatham-Kent is actively working toward its targeted child care growth plan. In 2022, 162 child care spaces were added, followed by 30 additional spaces in
2023. To support the 2024 growth targets, an additional 118 spaces have been added, bringing the total to 142 spaces designated for 2025 and 2026. The
Ministry has specified that all 142 of these spaces must be allocated to Non-Profit agencies. Some of these spaces are already reserved for projects that have
been approved and are currently underway.
By the end of 2026, Chatham-Kent is aiming to have a total of 2,653 licensed child care spaces for the 0–5 age group within the community.
At this time, Chatham-Kent is not seeking new licensed agencies to fulfill its expanded growth targets.
This expansion aligns with Ontario’s Access and Inclusion Framework, which prioritizes support for communities and families with the greatest need.
For more information visit this link:
https://www.chatham-kent.ca/community/childcare/Pages/Child-Care-Operators.aspx
HR Tips
As an HR consultant, our goal is to help you build a strong foundation for your business by providing clear and
actionable HR guidance. Below are key tips to effectively manage your workforce:
Document Everything with Care
Ensure that all communications, decisions, and agreements are clearly documented. Your written words serve as a
permanent record and may be referred to in the future. Clear, concise documentation helps protect your business and
provides clarity when needed.
Develop Clear HR Policies and Ensure Compliance with Employment Laws
Establish comprehensive HR policies that set clear expectations for employee conduct, performance, and benefits.
Make sure your policies align with local labor laws to avoid compliance issues and maintain a fair workplace. Stay
updated on labor laws and regulations to ensure your business complies with all legal requirements related to wages,
working hours, and employee rights.
Implement Effective Hiring Practices and Create a Strong Employee Onboarding Program
Create a structured hiring process, including well-defined job descriptions, thorough interviews, and background
checks. This will help you find candidates who are the best fit for your organization. Develop a thorough onboarding
process that helps new employees integrate into your company culture, understand their roles, and feel supported
from day one.
Establish a Performance Management System
Set clear expectations through a performance appraisal system that includes regular feedback sessions. This process
will help employees understand their goals, receive constructive feedback, and be recognized for their achievements.
Offer Competitive Employee Benefits
Attract and retain top talent by offering competitive benefits packages, including health insurance, retirement plans,
and wellness programs that cater to the needs of your employees.
Develop Effective Conflict Resolution Strategies
Address workplace issues promptly and fairly by implementing conflict resolution processes that maintain a positive
work environment and prevent disputes from escalating.
Foster Employee Engagement
Encourage a culture of engagement through open communication, recognition programs, and team-building activities.
Engaged employees are more motivated and productive.
Invest in Training and Development and Plan for Succession
Provide employees with ongoing training and development opportunities to enhance their skills and contribute to
your business’s long-term success. Prepare for the future by identifying and nurturing internal talent for leadership
roles. Succession planning helps ensure business continuity and growth in the long term.
Our suggestions page is here for you to share recommendations for new policies, letter templates, or any general questions you’d like us to address. We’ll respond directly on the page, and the information will be available to other childcare providers as well.
The sticky notes are organized by topic, making it easy to find answers to common questions that may have already been addressed.
