Legislation Updates 2025
Keep up to date with employment legislated updates for Ontario, Alberta and BC. Note:
- Legislation updates are provided for updates that affect all employers. For example, if you're in the farming industry, you won't receive updates specific for that industry.
- Not all legislated updates results in changes to templates. To view product changes that resulted in template changes, click here.
- For Archived Legislation Updates prior to 2023, click here.
Updates
- Alberta proposes stronger freedom of expression protections for regulated professionals
- The Free Trade and Labour Mobility in Canada Act coming in January
- Ontario suspends Skilled Trades immigration stream after fraud concerns
- B.C. ends sick‑note requirements after short illnesses
- Ontario Budget 2025 brings relief for businesses and new investments
- Alberta unveils a new grant to help employers boost workforce skills
- Ontario gives back over $2.5 billion to businesses and workers
- Minimum wage increasing in Ontario in October.
- Quebec’s bold push to protect hybrid work rights.
- Canada expands Work-Sharing Program in response to U.S. tariffs.
- B.C. signs major pharmacare deal for contraceptives, diabetes and HRT.
- Federal minimum wage increases to $17.75 on April 1.
- Canadians aged 18 to 64 can apply for the expanded Canadian Dental Care Plan in May.
- BC minimum wage increases from $17.40 to $17.85 /hr June 01.
- Alberta updates workplace safety requirements effective Mar 31.
- Get ready now for the Ontario job postings requirements effective Jan 2026.
- Ontario’s latest labour bill targets safety, skills, and scams.
- New rights for Uber, Lyft and other platform workers take effect July 1.
- Carney announces $80-million tariff-relief fund for Canadian businesses.
- Ontario employers must get ready: new OINP Employer Portal puts jobs first.
- Ontario opens door: certified professionals in by Jan 2026 under fast-track rule.
- Canada trims 2026 EI rate as insurable earnings cap jumps.
- BC’s Pay Transparency Act reshapes hiring and reporting rules for employers
- Ottawa unveils multibillion-dollar plan to rebuild Canada’s industrial strength
- Alberta ends hybrid work for 12,000 public servants
- Ontario triples juror pay in long-awaited update
- SHRM invites Robby Starbuck to debate DEI initiatives at HR Conference
- Ottawa to ban non-compete clauses in federally regulated workplaces
- BC to guarantee job protection for workers facing serious illness
Alberta proposes stronger freedom of expression protections for regulated professionals
Alberta’s proposed Bill 13 aims to protect off-duty expression for all regulated professionals while ensuring fair treatment by regulators. It prevents discipline for expressive conduct unless it involves threats, professional boundary violations, misuse of position, certain sexual misconduct, or criminal convictions. Regulators cannot force training on topics like diversity or cultural issues unless directly tied to professional competence or ethics. The bill also sets consistent legal review standards and neutrality rules for regulators.
The Free Trade and Labour Mobility in Canada Act coming in January
The Free Trade and Labour Mobility in Canada Act is now backed by federal regulations that take effect on January 1, 2026. The law makes it easier for goods, services and workers to cross provincial borders without duplicate red tape. If a good or service meets provincial standards it will automatically meet comparable federal rules. Similarly, a worker authorized in one province can get equivalent federal certification to work under federal jurisdiction. There are exceptions: for example food safety rules under the Safe Food for Canadians Act remain in place. The changes are designed to help businesses hire across Canada, expand operations and remove friction in hiring and trade.
Ontario suspends Skilled Trades immigration stream after fraud concerns
Ontario Immigrant Nominee Program (OINP) has abruptly suspended its “Express Entry: Skilled Trades Stream” and will return all pending applications with full fee refunds. The decision follows an internal review that uncovered “systemic misrepresentation and/or fraud” linked to eligibility claims. As a result, people who applied under that stream can’t proceed through it at this time. Affected applicants are advised to explore other immigration pathways or categories under OINP or the federal Express Entry system.
B.C. ends sick‑note requirements after short illnesses
As of November 2025, new rules in British Columbia Ministry of Labour mean employers can no longer demand a sick note when an employee takes their first or second short‑term sickness absence of five days or less in a calendar year. Employers should update their sick‑leave policies and review how they handle proof of illness.
Ontario Budget 2025 brings relief for businesses and new investments
The 2025 Ontario Budget 2025, titled “A Plan to Protect Ontario,” aims to soften the blow from U.S. tariffs and give businesses a break while investing in infrastructure and workforce development. Businesses get lower Workplace Safety and Insurance Board (WSIB) rates, saving about $150 million yearly. The budget kicks in roughly $11 billion in immediate support, defers taxes for 80,000 firms to help keep staff on payroll and boosts the Ontario Made Manufacturing Investment Tax Credit (OMMITC) from 10 to 15 percent for eligible investments. The government also plans major spending on roads, hospitals, schools and skills training to help firms and workers weather uncertain times.
Alberta unveils a new grant to help employers boost workforce skills
The Canada-Alberta Productivity Grant (CAPG) offers employers a chance to have training costs partly covered when they upskill current or new staff. For existing employees the grant covers 50 % of eligible training costs (up to $5,000 per trainee per year). For training job seekers or unemployed Albertans the coverage jumps to 75 % (up to $10,000 per trainee per year). Employers can receive a maximum of $100,000 per fiscal year. The program aims to strengthen productivity skills like technical, operational, or digital capabilities.
Ontario gives back over $2.5 billion to businesses and workers
The province of Ontario is directing more than $2.5 billion back to businesses and workers through a combination of fee reductions and rebate programs. The Workplace Safety and Insurance Board (WSIB) will return a $2 billion surplus to eligible, safety‑compliant employers. In addition, WSIB premium rates are being lowered to their lowest level in over 50 years. The move aims to ease costs for employers while maintaining protections for employees.
Minimum wage increasing in Ontario in October.
Quebec’s bold push to protect hybrid work rights.
Québec Solidaire is proposing a new bill that could shift the power dynamic in hybrid work arrangements. The legislation would let employees formally request remote work—within a hybrid model—and challenge rejections through the CNESST if the reasons are flimsy. It also aims to ban boss-as-big-brother surveillance software. While the bill faces steep odds as an opposition proposal, it signals growing pushback on full return-to-office mandates.
Canada expands Work-Sharing Program in response to U.S. tariffs.
The federal government is temporarily loosening the rules on the Work-Sharing Program to help businesses hit by economic ripples from U.S. tariffs. Employers can now access the program more easily and for a longer period — up to 76 weeks — to avoid layoffs. Eligibility is also expanded to seasonal, part-time, and even recovery-support roles. It's not a full return to COVID-style subsidies, but it’s a stopgap to keep skilled employees on payroll through downturns.
B.C. signs major pharmacare deal for contraceptives, diabetes and HRT.
British Columbia is now the second province to sign on to Ottawa’s pharmacare initiative, locking in $670 million over four years to cover diabetes meds, contraceptives, and hormone replacement therapy. Coverage is expected to start in March 2026. The deal comes just before a potential federal election, adding urgency to the government’s race to secure buy-in from other provinces.
Federal minimum wage increases to $17.75 on April 1.
Canadians aged 18 to 64 can apply for the expanded Canadian Dental Care Plan in May.
Canada’s national dental care program is expanding. Starting in May, adults aged 18 to 64 without private dental insurance can apply for coverage, depending on income and age group. The phased rollout begins May 1 for those 55–64, with younger age bands following later in the month. The plan, which already covers kids, seniors, and eligible individuals with disabilities, will now help millions more access preventive dental services like cleanings, fillings, and dentures.
BC minimum wage increases from $17.40 to $17.85 /hr June 01.
Alberta updates workplace safety requirements effective Mar 31.
The Government of Alberta has introduced new workplace safety amendments. Employers have until March 31, 2025, to comply.
Key Takeaways:
- Simplified Violence & Harassment Policies – Employers no longer need separate prevention plans but must include confidentiality procedures for handling complaints.
- Expanded Confidentiality Protections – Employers cannot disclose information related to harassment or violence unless necessary for investigations, corrective actions, or legal requirements.
- Industry-Specific Updates – Employers in explosives handling and oil & gas must review new safety procedures to ensure compliance with updated best practices.
Get ready now for the Ontario job postings requirements effective Jan 2026.
Starting January 1, 2026, Ontario employers with 25+ staff will face new ESA job posting requirements. Public ads must now include compensation (or a range under $50K wide), disclose use of AI, state if there’s an actual vacancy, and ban “Canadian experience” as a requirement. Plus, if you interview someone, you have 45 days to let them know where they stand. Oh, and keep all records for three years.
Ontario’s latest labour bill targets safety, skills, and scams.
The Working for Workers Seven Act is Ontario’s latest push to modernize labour laws. The 18 proposed measures include mandatory AEDs on construction sites, stronger protections against job scams, faster access to training funds, and extended support for laid-off workers. The bill also aims to shield Ontario’s workforce from U.S. tariff fallout while cutting red tape in hiring and procurement. If passed, it’s a clear sign: the province is betting big on a safer, more future-ready labour market.
New rights for Uber, Lyft and other platform workers take effect July 1.
Ontario’s Digital Platform Workers' Rights Act is now in effect, promising basic protections like minimum wage—for active time only. Critics say that still leaves gig workers without key rights like paid sick days, EI, or holiday pay. And the catch? Waiting around for orders doesn’t count as work. Enforcement measures and fines are in place, but advocates argue the law is more optics than impact.
Carney announces $80-million tariff-relief fund for Canadian businesses.
Prime Minister Mark Carney unveiled sweeping new measures in St. John’s, Newfoundland and Labrador, aimed at insulating Atlantic Canadian businesses from trade shocks. The plan includes workforce training, income supports, and a $5 billion Strategic Response Fund plus a Buy Canadian policy. The Regional Tariff Response Initiative (RTRI) will dedicate $80 million to Atlantic Canada to help small and medium enterprises hurt by tariffs modernize, protect jobs, and explore new markets.
Ontario employers must get ready: new OINP Employer Portal puts jobs first.
As of July 2, 2025, Ontario’s Immigrant Nominee Program (OINP) launched a new Employer Portal that shifts the process for the Job Offer Stream. Previously, foreign workers started by submitting an Expression of Interest; now employers must register their business, post a detailed job offer, then foreign applicants can enter the EOI. The change applies to all Job Offer Stream categories, including Foreign Worker, International Student, and In-Demand Skills streams. Employers will have more responsibility up front and face stricter eligibility rules around revenue, staffing, location, and median wage.
Ontario opens door: certified professionals in by Jan 2026 under fast-track rule.
Ontario is introducing new “As of Right” labour mobility rules that will allow Canadians in certified professions to start working in the province within 10 days of having their credentials and requirements confirmed by the relevant regulator. The rules kick in on January 1, 2026, and apply to more than 50 regulatory authorities and 300 certifications.
Current registration delays can stretch from several months to half a year, so this move aims to help employers hire sooner, reduce delays, and boost the workforce for key sectors.
Canada trims 2026 EI rate as insurable earnings cap jumps.
The Canada Employment Insurance Commission has set the 2026 EI premium rate at $1.63 per $100 of insurable earnings for employees (and $2.28 for employers, who pay 1.4× the employee rate). That’s a one-cent cut from 2025.
Some key changes:
-
The maximum insurable earnings (MIE) will rise from $65,700 to $68,900.
-
For residents of Quebec (covered under QPIP), the 2026 employee rate is $1.30 per $100, and employers pay $1.82.
-
The maximum annual EI contribution for an employee will increase by $45.59 to $1,123.07; for employers, it jumps by $63.83 to $1,572.30 per employee.
-
The Premium Reduction Program will offer roughly $1.46 billion in premium relief in 2026 to eligible employers and employees via registered short-term wage-loss plans.
BC’s Pay Transparency Act reshapes hiring and reporting rules for employers
British Columbia’s Pay Transparency Act is now in force, changing how employers advertise jobs, discuss pay, and report compensation data. As of Nov. 1, 2023, job postings must include a salary or pay range, and employers can no longer ask candidates about their past wages. Larger employers will be phased into annual pay transparency reporting starting in 2024. While penalties aren’t yet in place, the province has appointed a Director of Pay Transparency to oversee compliance and promote fairer pay practices across BC.
Ottawa unveils multibillion-dollar plan to rebuild Canada’s industrial strength
Prime Minister Mark Carney has announced sweeping new investments to protect Canadian jobs and industries hit by U.S. tariffs. The plan includes a $5 billion Strategic Response Fund to help key sectors pivot to new markets, $1 billion in regional supports for SMEs, and $450 million to retrain 50,000 workers. A new “Buy Canadian” policy will require federal projects to prioritize domestic suppliers, while canola producers and automakers receive targeted relief. The measures mark one of Canada’s most ambitious economic interventions in years.
Alberta ends hybrid work for 12,000 public servants
Starting February 2026, Alberta’s government will scrap its hybrid work policy, requiring all provincial employees to return to the office full-time. The move affects roughly 12,600 workers, about 44 percent of the provincial workforce, who currently split their week between home and office. Officials say the change reflects “shifting circumstances” and follows Ontario’s similar decision earlier this year, though flexible hours and medical accommodations will still be available.
Ontario triples juror pay in long-awaited update
Ontario jurors will now earn $120 per day from the first day of service, up from the outdated $40 rate that hadn’t changed since 1989. Announced by Attorney General Doug Downey, the reform aims to remove financial barriers for citizens fulfilling their civic duty. Advocates say the increase could help make juries more diverse and representative by enabling more working Canadians to serve. Critics note, however, that mental health and post-trial supports for jurors still lag behind.
SHRM invites Robby Starbuck to debate DEI initiatives at HR Conference
After backlash over inviting conservative activist Robby Starbuck to its annual conference, SHRM President Johnny C. Taylor is standing firm, saying understanding opposing views helps strengthen diversity strategies. Instead of canceling, SHRM extended the panel and opened it to audience questions. Critics argue the move undermines inclusion, while supporters see it as a show of transparency and open conversation within a divided HR community.
Ottawa to ban non-compete clauses in federally regulated workplaces
The federal government plans to outlaw non-compete agreements at banks and other federally regulated employers, giving workers more freedom to change jobs or start businesses. Announced by Jobs Minister Patty Hajdu, the proposal, part of the upcoming Nov. 4 budget, will amend the Canada Labour Code and mirrors Ontario’s 2021 ban. Ottawa will also expand a union training program for trades, invest $97 million to speed up foreign credential recognition, and roll out new re-skilling initiatives tied to U.S. tariff impacts.
BC to guarantee job protection for workers facing serious illness
British Columbia is moving to amend its Employment Standards Act to give workers up to 27 weeks of unpaid, job-protected medical leave within a 12-month period. The change ensures employees battling serious illnesses like cancer or multiple sclerosis can focus on recovery without fear of losing their jobs. Premier David Eby said the move aligns BC with other provinces and federal EI sickness benefits, calling it a step toward a healthier, more secure workforce where “no one has to choose between their job and their health.”