Canada Employment Law Updates 2026

What Canada Employment Law Updates are Included in This Blog?

• Federal Employment Law Update
• Employment Law Updates in British Columbia
• Employment Law Updates in Nova Scotia
• Employment Law Updates in Ontario
• Employment Law Updates in Prince Edward Island
• Employment Law Updates in Quebec
• Employment Law Updates in Saskatchewan

Federal Employment Law Updates

Amendments to the Canada Labour Code arising from Bill C-59, the Fall Economic Statement Implementation Act, 2023, will come into force no later than December 12, 2025. These changes apply to federally regulated employers and introduce several new or expanded leave entitlements.

Pregnancy Loss Leave

A new job-protected leave related to pregnancy loss will be introduced. The leave applies to federally regulated employees who, along with their spouse, common-law partner, or intended legal parent, experience a pregnancy loss.

• For a pregnancy loss before the 20th week, employees with at least three months of service may take up to three paid days of leave.
• For a stillbirth after the 20th week, employees may take up to eight weeks of leave.

Amended Bereavement Leave

In addition to the existing entitlement of up to 10 days of bereavement leave for the death of an immediate family member, employees will now be entitled to up to eight weeks of unpaid bereavement leave following the death of a child, including the child of a spouse or common-law partner.

Leave for Placement of a Child

The Canada Labour Code will introduce a new 16-week unpaid, job-protected leave for employees who need time to carry out responsibilities related to the placement of a child into their care, whether through adoption or surrogacy.

British Columbia

Employment Standards Updates

Sick Note Restrictions

Effective: November 12, 2025

Employers are prohibited from requesting a sick note for an employee’s in a calendar year. A health-related absence includes illness or injury affecting the employee or an immediate family member.

Employers may still request a health record where it is required to determine whether an employee is fit to return to work or whether accommodations are needed following a leave.

Serious Illness or Injury Leave

Effective: November 27, 2025

Bill 30, the Employment Standards (Serious Illness or Injury Leave) Amendment Act, 2025, introduces a new unpaid, job-protected leave of up to 27 weeks within a 52-week period for employees who are unable to work due to a serious personal illness or injury lasting at least one week.

The leave must be taken in one-week increments, and employees must provide a medical certificate confirming the inability to work and the expected duration of the leave.

Nova Scotia

Minimum Wage Increase

Effective: April 1, 2026 and October 1, 2026

Nova Scotia’s minimum wage will increase twice in 2026:

• From $16.50 to $16.75 per hour on April 1, 2026.
• From $16.75 to $17.00 per hour on October 1, 2026.

Ontario

Employment Standards and Workplace Regulation Updates

Working for Workers Seven Act, 2025

Effective: November 27, 2025

Bill 30 amends several statutes, including the Employment Standards Act, 2000, the Occupational Health and Safety Act (OHSA), and the Workplace Safety and Insurance Act, 1997. Key changes include:

• A new unpaid job-seeking leave of up to three days for employees who receive notice of a mass termination.
• Provisions defining “defibrillator” and allowing reimbursement to eligible employers when defibrillators are required under OHSA.
• Prohibitions against making false or misleading statements to the Workplace Safety and Insurance Board (WSIB).
• Introduction of administrative penalties for false statements to WSIB, failure to maintain wage records, or failure to pay premiums when due.

Job Posting Platforms – Fraud Prevention Obligations

Effective: January 1, 2026

Operators of online job posting platforms (excluding platforms advertising only a single employer’s roles) must:

• Establish a mechanism for users to report fraudulent job postings.
• Maintain and display a written policy addressing fraudulent postings.
• Retain copies of the policy for three years after it ceases to be in effect.

Job Posting Requirements

Effective: January 1, 2026

Employers with 25 or more employees will be subject to new job posting obligations, including:

• Prohibiting Canadian experience requirements.
• Including expected compensation or a compensation range (not exceeding a $50,000 span, unless compensation exceeds $200,000 annually).

• Stating whether the posting is for an existing vacancy.
• Disclosing whether artificial intelligence is used to screen, assess, or select applicants.
• Notifying interviewed applicants within 45 days whether a hiring decision has been made.
• Retaining job postings and application records for three years.

Temporary Help Agency and Recruiter Licensing

Effective: January 1, 2026

Amendments to Ontario Regulation 99/33 include:

• Increasing licence application and renewal fees from $750 to $1,500.
• Extending licence duration from one year to two years.
• Extending application fee exemption periods to two years.

Washroom Facilities – Record of Cleaning

Effective: January 1, 2026

Employers must display or electronically post records showing the date and time of the two most recent washroom cleanings, with clear access instructions for workers.

Proposed Legislation – Workplace Violence and Harassment

Introduced: November 2025

Bill 77, the Speaking Out About, and Reporting On, Workplace Violence and Harassment Act, 2025, if passed, would amend the OHSA to protect workers from reprisal when reporting or participating in investigations of workplace violence or harassment.

Prince Edward Island

Minimum Wage Increase

Effective: April 1, 2026

Prince Edward Island’s minimum wage will increase from $16.50 to $17.00 per hour.

Quebec

Labour Standards and Immigration Updates

An Act to Improve Certain Labour Laws

Effective: October 28, 2025 (Royal Assent)

Bill 101 amends several labour statutes, including:

• Introducing a new unpaid, job-protected leave for employees unable to work due to public health rules, emergencies, or disasters.
• Allowing employers to claim partial reimbursement from the CNESST for wages paid to pregnant or breastfeeding employees reassigned to other duties.

2026 Immigration Plan

The Quebec government’s 2026 Immigration Plan includes measures to limit temporary and permanent immigration, such as:

• Making the Skilled Worker Selection Program the sole permanent pathway for skilled workers.
• Reducing admissions to 45,000 immigrants in 2026.
• Ending Québec Experience Program streams for graduates and temporary foreign workers as of November 19, 2025.
• Ending three immigration pilot programs on January 1, 2026.
• Extending the suspension of certain LMIA applications in Montréal and Laval through December 31, 2026.

Saskatchewan

Employment Standards Amendments

Effective: January 1, 2026

Amendments to The Saskatchewan Employment Act include:

• Restricting employer requests for sick notes unless absences exceed five consecutive days or meet defined repeat-absence thresholds.
• Extending serious illness or injury leave from 12 weeks to 27 weeks.
• Expanding maternity leave to include pregnancy loss within 20 weeks of the due date.
• Adding a 16-week long-term leave under interpersonal and sexual violence leave.
• Expanding bereavement leave eligibility and allowing it to be taken at any time within six months of a family member’s death.

Got Questions About Canada Employment Law?

Keeping up with Canada employment law can be complex and time-consuming. Businesses face the challenge of navigating a myriad of regulations while trying to stay focused on growth.

That’s where Workwell Global makes it work for you. From onboarding to payroll, expenses, insurance, and benefits, we take care of the details compliantly, in accordance with the latest regulations.

With decades of experience as a trusted Employer of Record in Canada, we specialise in simplifying workforce management for businesses looking to enter the Canadian market. Whether you wish to test out the market with your first hire, or want to scale your current operations, our team provides the guidance and support you need to succeed.

Schedule a consultation to discuss your business expansion goals and how you can easily start hiring employees wherever in Canada!

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Disclaimer: The information provided here does not, and is not intended to, constitute legal advice. Instead, the information and content available are for general informational purposes only.