April 2026 Workplace Recap - April 30, 2026
Enjoy our latest edition of Workplace Recap for Canadian employers.
Legislation Updates
- Federal early retirement plan signals major workforce shift
- Quebec expands secularism rules and schools feel the impact
- Ontario moves to ban uniform fees for workers
- New B.C. rules aim to fast-track employment disputes
- New LMIA rules extend hiring timelines and tighten requirements
- Montreal mandates three days in office for white-collar employees
- Canada’s Combatting Hate Act, passed in March: What employers should know
- B.C.’s new health regulation law is now in effect: What to know
HR News
- Canada’s unemployment rate held steady at 6.7%
- Cybersecurity breach at Canada Life exposes up to 70,000 people
- Why workers are giving up on AI faster than expected
- 7-Eleven plans major store cuts across North America
- Most Canadians got a raise but many still feel underpaid
- Oracle cuts jobs as AI spending ramps up
- New Olympic rules bans transgender women from women's competition
Case Law Round Up
- Ontario court awards major damages in age-based termination case
- Manitoba case tests limits of academic freedom and workplace complaints
- Alberta court says resume misrepresentation can justify dismissal
- B.C. ruling warns against relying on email for formal decisions
Legislation Updates
Federal early retirement plan signals major workforce shift
The federal government has rolled out a new early retirement initiative as part of its plan to reduce the public service by 2029. Under the program, eligible employees can retire early with full pension access and no financial penalties, with applications open until July and departures required by early 2027. While participation is voluntary, the policy is expected to play a key role in workforce reduction targets. For employers, it highlights a growing reliance on retirement incentives as a softer approach to restructuring and long-term workforce planning.
Quebec expands secularism rules and schools feel the impact
Bill 94 has broadened Quebec’s restrictions on religious symbols to include all school staff who interact with students, not just teachers. The change is already reshaping the workforce, with Montreal’s largest school service centre reporting significant staff departures. While the government positions the law as a consistency measure, unions warn of operational strain and staffing gaps.
Ontario moves to ban uniform fees for workers
Ontario is proposing changes to the Employment Standards Act that would stop employers from charging workers for mandatory uniforms or deducting those costs from wages. The move is aimed at reducing out-of-pocket expenses for employees, with some uniforms reportedly costing $50 or more. If passed, the legislation would shift these costs back to employers and reinforce minimum standards around pay protection. For businesses, it signals tighter rules on what can be passed onto employees as part of doing the job.
New B.C. rules aim to fast-track employment disputes
Proposed amendments to B.C.’s Employment Standards Act and Temporary Foreign Worker Protection Act are designed to improve how complaints are handled. The focus is on quicker resolutions, clearer processes, and faster recovery of unpaid wages. The changes also give regulators more flexibility in handling cases and closing files when appropriate.
New LMIA rules extend hiring timelines and tighten requirements
Recent updates to the Temporary Foreign Worker Program are raising the bar for employers hiring through the low-wage stream. The minimum job advertising period has doubled to eight weeks, and employers must now show targeted efforts to recruit youth before turning to foreign workers. The changes aim to prioritize domestic talent, but they also introduce longer lead times and added documentation requirements.
Montreal mandates three days in office for white-collar employees
A new directive from the City of Montreal will require most office-based municipal employees to be in the workplace three days per week. The policy signals a firmer stance on in-person work, with leadership emphasizing collaboration and productivity. Union concerns are already emerging, particularly around how the decision was implemented.
Canada’s Combatting Hate Act, passed in March: What employers should know
The federal government has passed the Combatting Hate Act, introducing new criminal offences and clearer definitions around hate-related conduct. The law expands protections for places like schools and community centres, and streamlines how cases are prosecuted. While aimed at public safety, it also signals rising expectations around behaviour and accountability. For employers, it reinforces the need to stay aligned with evolving standards on workplace conduct and how incidents tied to hate or harassment are handled.
B.C.’s new health regulation law is now in effect: What to know
British Columbia’s Health Professions and Occupations Act came into force April 1, replacing the previous framework and introducing broader oversight of health professions. The law strengthens accountability, requires public reporting of disciplinary actions, and introduces new anti-discrimination and cultural safety measures. It also creates a more flexible regulatory model for health roles. For employers in healthcare, the shift brings tighter compliance expectations and increased transparency in how professionals are regulated.
HR News
Canada’s unemployment rate held steady at 6.7%
Canada’s job market showed little movement in March, with unemployment unchanged and only modest employment growth. Wage gains remain relatively strong, but overall hiring momentum continues to soften, pointing to a more stable but slower labour market.
Cybersecurity breach at Canada Life exposes up to 70,000 people
A recent cyber incident at Canada Life may have exposed customer data after an employee account was compromised. The company says the situation is contained, but details on the scale remain unclear, with reports pointing to potentially widespread impact. Affected individuals will be notified and offered credit monitoring. The incident highlights a familiar risk for organizations: even with safeguards in place, human access points continue to be a key entry for cyber threats.
Why workers are giving up on AI faster than expected
Despite heavy investment in AI, many employees are quickly abandoning the tools when they don’t deliver immediate results. In fact, most users admit they’ve reverted to non-AI methods because they’re faster or easier. The issue isn’t just the tech, it’s expectation. Workers are treating AI like a plug-and-play solution, not a skill that requires learning and iteration. For employers, this creates a gap between AI ambition and actual adoption, raising questions about training, patience, and how success is being measured.
7-Eleven plans major store cuts across North America
7-Eleven is set to close 645 locations across Canada and the U.S. this year, significantly outpacing new openings. While the company hasn’t confirmed which stores will be affected, the move reflects a broader shift toward wholesale fuel locations and ongoing efforts to cut underperforming sites. The closures come as inflation continues to weigh on consumer spending, particularly among lower-income households. For employers, it’s another signal of tightening retail conditions and the continued pressure to adapt business models in a changing economic landscape.
Most Canadians got a raise but many still feel underpaid
Pay increases are happening, but they’re not hitting the mark. According to H&R Block Canada, 60% of workers saw a raise last year, averaging 4.3%, yet nearly half still feel underpaid. Frustration is showing up in motivation, with many saying higher pay would directly impact their effort at work. At the same time, a significant portion are already thinking about switching jobs if compensation doesn’t improve. For organizations, this points to a growing disconnect between pay strategies and employee expectations.
Oracle cuts jobs as AI spending ramps up
Oracle is laying off thousands of employees as it continues investing heavily in AI infrastructure. The cuts come amid declining stock performance and growing pressure from investors over rising debt tied to data centre expansion. While demand for AI services remains strong, the company is balancing long-term growth bets with short-term cost control. For employers, it reflects a broader trend where AI investment is being funded, in part, through workforce reductions and operational resets.
New Olympic rules bans transgender women from women's competition
A new policy from the International Olympic Committee will restrict women’s Olympic events to athletes assigned female at birth, using genetic screening as part of eligibility. The move is positioned as a step toward fairness in competition, though it is expected to face legal and public pushback.
Case Law Round Up
Ontario court awards major damages in age-based termination case
The Ontario Superior Court of Justice awarded significant damages to former Interspec employees after finding wrongful dismissal and age discrimination tied to a plant relocation. Long-term, older employees were terminated without notice, pay, or benefits, and the employer failed to defend the claim. The ruling resulted in layered damages across multiple categories and extended liability beyond the company itself.
Key Take-Aways for Employers
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Terminating long-term or older employees without proper notice can trigger both wrongful dismissal and human rights claims
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Courts may award multiple layers of damages, including notice, human rights, and moral damages
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Corporate structures will not shield related entities from liability under the common employer doctrine
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Executives can be held personally liable for employment and human rights violations
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Failure to participate in legal proceedings can significantly increase financial exposure
Manitoba case tests limits of academic freedom and workplace complaints
A legal dispute involving a professor at the University of Winnipeg is moving forward after multiple labour board applications were dismissed. The case centres on controversial course content, a student complaint, and allegations around how the employer handled the investigation. With the matter now before the courts, it underscores the complexity of managing sensitive workplace issues tied to expression and discrimination.
Key Take-Aways for Employers
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Employers must respond to complaints even when they involve protected forms of expression
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Clear, transparent investigation processes help reduce risk of escalation
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Employee claims of unfair treatment can extend into multiple legal avenues
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Union or representative decisions not to proceed can add complexity to disputes
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Policies around conduct, inclusion, and workplace respect must be consistently applied
Alberta court says resume misrepresentation can justify dismissal
In Tudor v. Accurate Screen Ltd., 2026 ABKB 237, the Court of King’s Bench of Alberta confirmed that misleading information during hiring can amount to just cause for dismissal. The employee overstated progress toward an MBA and was terminated months later. The court found the misrepresentation intentional and central to the employment relationship, reinforcing that employers can rely on candidate honesty without extensive verification.
Key Take-Aways for Employers
- Misrepresentations in hiring, even if indirect, can justify termination for cause
- Employers are generally entitled to rely on the accuracy of a candidate’s résumé
- Intent matters, deliberate or misleading omissions increase risk for employees
- Just cause eliminates entitlement to severance, even after several months of work
- Courts may still award prorated bonuses for time actually worked
B.C. ruling warns against relying on email for formal decisions
The Supreme Court of British Columbia has raised concerns about governance practices after finding that key organizational decisions were made through email, contrary to established rules. In the case involving Cricket Canada, an email-based vote was deemed improper, contributing to broader findings of governance failures. The court stepped in to require more structured decision-making, underscoring the limits of informal communication in official processes.
Key Take-Aways for Employers
- Email alone is not a substitute for formal decision-making processes
- Bypassing established procedures can result in decisions being overturned
- Governance failures can escalate quickly into legal disputes
- Employers should ensure decision-making protocols are clearly defined and followed
- Proper oversight and structured approvals help reduce risk in complex situations
Melina Laird is Operations Coordinator for ConnectsUs HR, a company that provides tools & resources to quickly set up a Human Resources department. You can contact her here.
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