November 2025 Workplace Recap - November 30th, 2025
Enjoy our latest edition of Workplace Recap for Canadian employers.
Legislation 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
HR News
- Campbell’s controversy ripples through Alberta‑wide employer practices
- Air Canada investigates complaint over politically charged flight attendant pin
- What HR Professionals Actually Earn in 2025
- Ontario teacher pleads guilty to sex crimes against her students
- Ontario lawyer misconduct now exposed publicly
- Ottawa to cut 40,000 public‑service jobs under 2025 budget plan
- Hospital privacy breach reveals dangers of AI transcription tools
- Canada’s unemployment rate drops to 6.9 % in October
- Bell cuts nearly 700 jobs in latest round of layoffs
- Bank of Canada trims headcount by about 10% this winter
Case Law Round Up
- B.C. court denies pay-in-lieu after termination notice withdrawn
- Ontario employer learns costly lesson after shutting out blind applicant
- Short tenure (1.4 yrs) Ontario employee receives over $170,000 in damages.
- British Columbia court backs termination clause even after promotion
Legislation Updates
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.
HR News
Campbell’s controversy ripples through Alberta‑wide employer practices
A lawsuit alleges a senior executive at Campbell Soup Company made offensive comments about customers and employees, and that a whistle‑blower was fired after raising concerns. The recording of the meeting has sparked debate and attention across workplaces, highlighting the importance of handling complaints carefully and maintaining a respectful corporate culture.
Air Canada investigates complaint over politically charged flight attendant pin
Air Canada is investigating after a flight attendant wore a pin shaped like Israel but coloured with Palestinian symbols, including the Al-Aqsa Mosque, on a Toronto-Atlanta flight. A passenger called it a political statement with antisemitic overtones, saying it made him feel unsafe. Air Canada confirmed its uniform policy prohibits political pins. The incident sparked nearly 3,000 social media responses, highlighting the challenge of navigating personal expression in professional spaces.
What HR Professionals Actually Earn in 2025
Wondering what HR pays these days? A 2025 salary guide breaks down average yearly pay for a range of HR roles, from entry-level HR coordinator to Chief People Officer. The article also shows how changing jobs strategically and upskilling can boost long-term income. A useful benchmark for anyone in HR or considering the field.
Ontario teacher pleads guilty to sex crimes against her students
A former Grade 8 teacher in Port Hope, Ont. pleaded guilty to six charges including child luring, creating child pornography, and distributing sexually explicit material to minors. The offences involved teenage boys she had previously taught, communicated via Snapchat in 2023. The Crown described her behaviour as predatory and deeply harmful. She was placed on unpaid leave and later dismissed by the school board. Sentencing is set for Nov. 27. The case underscores how vital it is for workplaces serving youth to have strong safeguarding and digital‑conduct policies.
Ontario lawyer misconduct now exposed publicly
The Law Society of Ontario will start publicly disclosing criminal guilty pleas, convictions, and regulatory breaches for lawyers and paralegals. Previously, serious cases involving fraud, assault, or sexual misconduct were often hidden. The new rules aim to help clients make informed decisions and increase transparency. This change applies to future cases only, leaving past misconduct off public registries.
Ottawa to cut 40,000 public‑service jobs under 2025 budget plan
The federal government is set to reduce its public‑service workforce by about 40,000 positions by 2029, as part of a plan to cut $60 billion in program and administration costs. The memo from Michael Sabia warns that achieving these savings will require shrinking the size of the federal public service, eliminating some programs, and limiting others. The changes will also target 1,000 executive positions and reduce consulting and management spending by 20 percent. The move has stirred strong pushback from unions, who argue it will undermine services Canadians rely on.
Hospital privacy breach reveals dangers of AI transcription tools
An Ontario hospital reported a serious privacy breach after a virtual‑meeting about patients was automatically recorded and transcribed by an AI tool. A former physician retained access to a recurring meeting using his personal email, even after leaving the hospital. When he used Otter.ai, the tool joined the meeting and captured sensitive health information for seven patients, including names, diagnoses and treatment notes. The hospital removed the meeting invite, asked everyone to delete the transcript and notified affected individuals. The Information and Privacy Commissioner of Ontario (IPC) recommended stronger AI governance, stricter offboarding controls and tighter policies on using digital tools.
Canada’s unemployment rate drops to 6.9 % in October
Canada added 67,000 jobs in October, bringing the unemployment rate down to 6.9 %, a slight improvement from last month. Private‑sector hiring led gains, particularly in retail, transportation, manufacturing, and warehousing. Year-over-year employment grew by about 299,000, mostly full-time positions, while wages for permanent employees rose 4.0 %. Total hours worked fell slightly due to labour disputes. The data shows the job market is improving, though still softer than a year ago.
Bell cuts nearly 700 jobs in latest round of layoffs
Bell Canada will eliminate roughly 690 jobs across the country, mostly non-unionized management roles with about 650 positions affected and around 40 additional jobs at Bell Media. The company calls it a difficult but necessary decision linked to a broader three-year plan to reduce costs and focus on growth areas. The layoffs represent less than 2 percent of Bell’s workforce. No unionized positions were affected. This shows how restructuring and cost pressures continue to impact large employers.
Bank of Canada trims headcount by about 10% this winter
The Bank of Canada (BoC) will cut roughly 225–230 jobs, about ten percent of its workforce, by mid‑2026. This move comes as part of a broader cost‑saving plan to reduce operating expenses by 15 percent. The cuts will affect all departments after previous measures like hiring freezes and early‑retirement offers failed to meet targets. The bank says it will still fulfill its central‑bank mandate while scaling back. For those impacted, severance and employment‑rights safeguards should be carefully reviewed.
Case Law Round Up
B.C. court denies pay-in-lieu after termination notice withdrawn
A recent decision out of British Columbia involves an employer who offered an employee a multi-month “working notice” of termination but then abruptly withdrew it and fired the employee outright — without pay in lieu of notice. The court concluded that once the employer revoked working notice, the termination noticed previously no longer stood. As a result, no statutory or contractually promised pay replaced the dismissed employee’s lost income. Employers need to treat revoking working notice as a final act, not a “pause button.
Key Take-Aways for Employers
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Don’t assume working notice gives flexibility, revoking it can leave you liable for no severance.
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Once working notice is withdrawn, treat termination as immediate, with all legal obligations triggered.
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If you want to change course, communicate clearly and document everything to avoid ambiguity.
Ontario employer learns costly lesson after shutting out blind applicant
In Burggraaf v. Convergys CMG Canada ULC, an Ontario call-centre employer was ordered to pay more than $28,000 after rejecting a blind job seeker without properly exploring accommodations. Instead of speaking with the candidate or consulting accessibility experts, the employer relied on a few internal tests and ended the process early. The tribunal found this violated the procedural duty to accommodate.
Key Take-Aways for Employers
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Start accommodation discussions at the application stage and involve the candidate directly.
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Do not rely on assumptions or internal tests alone, instead consult accessibility specialists when needed.
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Document efforts thoroughly and avoid rushed decisions that end the process prematurely.
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Build clear, accessible hiring procedures to minimize risk and ensure fairness.
Short tenure (1.4 yrs) Ontario employee receives over $170,000 in damages.
A recent decision from Ontario’s Superior Court, Ferguson v. Yorkwest Plumbing Supply Inc., serves as a sharp warning to anyone involved in civil litigation: drag-your-feet long enough, and you risk losing your case entirely. The defendant repeatedly ignored deadlines, skipped responses, cancelled discoveries, and generally played procedural games. The court struck their statement of defence, treated them as in default, and awarded the plaintiff over $170,000. The court then rejected attempts to re-enter the case, calling it an abuse of process.
Key Take-Aways for Employers
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Missing a deadline or ignoring procedural orders even once may be forgiven, but repeated delay is risky and will not be tolerated.
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Once a defence is struck due to non-compliance, you effectively forfeit your chance to defend unless a court explicitly re-opens the case.
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Procedural gamesmanship can trigger default judgment and substantial financial liability even if the underlying claim is weak.
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In litigation, respect the process: if you cannot meet a deadline, request a proper extension proactively.
British Columbia court backs termination clause even after promotion
In BC, a recent decision confirmed that giving staff raises or promotions does not automatically void their original termination clause. In the case, an employee rose through the ranks over nearly a decade, pay went up, responsibilities grew, yet the court found the original contract still covered termination. That means a solid, well‑drafted agreement can stay enforceable even as roles evolve.
Key Take-Aways for Employers
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Ensure employment contracts include a clear “change clause” that allows for evolving duties and compensation without voiding existing terms.
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When promoting or increasing pay, consider revisiting the contract, but you may not need to rewrite it if it was originally drafted to anticipate change.
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Use careful language at hiring so that core terms like termination entitlements remain enforceable over time.
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Keep documentation of role changes, salary adjustments, and contract versions to support enforceability later.
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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