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As an Employer of Record in Canada Workwell Global is here to provide any updates on upcoming employment laws in Canada. The following laws have already taken effect or are set to take effect in the upcoming months of 2026.

Please note, the following is a brief list of labour and employment laws for 2026. If you are an existing client of Workwell Global, please reach out to your Business Manager for an extensive, detailed list of important updates stored in our Client Toolkit!

What’s Included?

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.

Canadian Provinces Updates

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.

Minimum Wage Increase

Effective: June 1, 2026

British Columbia’s minimum wage increased:

From $17.85 to $18.25 per hour on June 1, 2026.

Manitoba

Minimum Wage Increase

Effective: October 1, 2026

Manitoba minimum wage will increase:

From $16 to $16.40 per hour on October 1, 2026.

New Brunswick

Pay Transparency Requirements

Effective: June 12, 2026

Effective June 12, 2026, employers must include the expected salary or hourly wage (or range) in new publicly advertised and internal job postings. Employers are prohibited from seeking an applicant’s compensation history, either directly or through a third party, unless that compensation history is publicly accessible.

Further, an employer cannot rely on compensation history information that is voluntarily disclosed by an applicant when making hiring or compensation decisions. The Act also creates additional obligations pay transparency obligations and prohibitions, which will take effect at a later date (but no later than March 2028).

Long Term Illness & Injury Leave

Effective: June 12, 2026

The Long Term Illness and Injury Leave Act amends the ESA by creating a new long-term protected leave entitlement for employees who are unable to work due to a serious illness or injury. Effective June 12, 2026, an employee who has been continuously employed for more than 90 days may take up to 27 weeks of unpaid leave during any 52-week period. Each leave period must at least one week long.

Employees are required to provide notice of the anticipated start and end of their leave. An employer may require the employee to provide a certificate of a medical practitioner, nurse practitioner, or midwife confirming that the employee is incapable of working due to illness or injury. Upon return, the employer must permit the employee to resume work in the position the employee held immediately before the start of the leave or a similar position with no decrease in pay and with no loss of benefits accrued up to the start of the leave.

Minimum Wage Increase

Effective: April 1, 2026

New Brunswick minimum wage increased:

From $15.65 to $15.90 per hour on April 1, 2026.

Newfoundland and Labrador

Minimum Wage Increase

Effective: April 1, 2026

Newfoundland and Labrador minimum wage increased:

From $16.00 to $16.35 per hour on April 1, 2026.

Northwest Territories

Minimum Wage Increase

Effective: September 1, 2026

Northwest Territories minimum wage increased:

From $16.95 to $17.20 per hour on September 1, 2026.

Nova Scotia

Minimum Wage Increase

Effective: October 1, 2026

Nova Scotia’s minimum wage will increase:

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

Nunavut

Minimum Wage Increase

Effective: September 1, 2026

Nova Scotia’s minimum wage increased:

From $19.75 to $20.17 per hour on September 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.

Minimum Wage Increase

Effective: October 1, 2026

Ontario’s minimum wage will increase:

From $17.60 to $17.95 per hour on October 1, 2026.

Prince Edward Island

Minimum Wage Increase

Effective: October 1, 2026

Prince Edwards Island minimum wage will increase:

From $17.60 to $17.95 per hour on October 1, 2026.

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.

Minimum Wage Increase

Effective: May 1, 2026

Quebec’s minimum wage will increase:

From $16.10 to $16.60 per hour on May 1, 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.

Minimum Wage Increase

Effective: October 1, 2026

Saskatchewan’s minimum wage will increase:

From $15.35 to $15.70 per hour on October 1, 2026.

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.