Employment Law Highlights 2025/2026 and a Quick Summer Check-In
Summer seems to be flying by; I hope you've had a chance to take a well-deserved break, or at least a few moments to recharge. Whether it's time at the lake, a slower workday pace, or just enjoying longer evenings, it's so important to pause when we can.
In a recent blog, I shared some reflections on how summer can be a powerful time to recalibrate our mental wellness. From the benefits of sunlight and movement to the mindfulness of being near water or walking in nature, summer offers more than relaxation; it fosters resilience. These small moments of presence and peace build the clarity we need to tackle what's ahead.
In that spirit, I'm stepping slightly outside my usual recruitment focus this month to bring something equally important to your attention: recent changes and upcoming updates in employment law across Canada.
Why? As a recruitment specialist, I see firsthand how shifts in legislation impact hiring, retention, and workplace culture. These changes affect everything from pay transparency to employee classification, and they're worth keeping on your radar.
Whether you're an HR leader, hiring manager, or business owner, staying informed helps you remain compliant and competitive.
Highlights in this issue include:
What's new federally and across key provinces
What's coming in 2026
A quick take on how this might shape your hiring and workforce planning
It's not our typical topic, but knowledge is power, especially in today's ever-evolving workplace.
Wishing you a smooth wrap-up to summer,
Elaine
Employment Standards Compliance
Employment law updates may not seem particularly exciting, but they represent critical knowledge that can significantly impact your operations and decision-making. I've pulled together highlights from a range of sources, so you don't have to go digging.
Federal (Canada Labour Code & Federally Regulated Employers)
Already in Force (or Coming Soon in 2025)
Ban on replacement workers during legal strikes or lockouts (effective June 20, 2025) - employers in federally regulated industries cannot hire "scabs" except for essential services, with penalties up to $100,000/day (L&E Global).
Right-to-disconnect policies required (coming into force in 2025; regulatory guidelines to follow) (Government of Canada).
Pregnancy-loss leave: federally regulated employees get up to 8 weeks (stillbirth) or 3 days (other losses), with the first 3 days paid after 3 months' service; effective by December 2025.
Child placement leave (adoption/surrogacy): 16 weeks unpaid leave, along with a new 15-week Employment Insurance benefit; to be implemented by order late 2025.
Notice of termination regime under Canada Labour Code now matches provincial logic: longer service = longer notice (2-8 weeks max) (Beyond Borders HR).
Planned for Late 2025/Early 2026
Equal-pay requirements for federally regulated employers and temporary staffing agencies. Expect regulations by late 2025 or early 2026, prohibiting pay differences for substantially similar work based on employment status (?ox & Palmer).
Review of harassment and violence-prevention framework commencing 2026 (Government of Canada).
Provincial Highlights:
Ontario (ESA & Working for Workers Acts)
June 19, 2025 - Long-Term Illness Leave: up to 27?weeks of unpaid, job-protected leave for serious medical conditions (after 13 weeks' service) (Ogletree).
July 1, 2025 - Pre-employment information rules: Employers with ?25 staff must provide key details (employer info, location, wage, pay period, hours) in writing before, or on, day one (Ogletree).
January 1, 2026 - Enhanced job-posting rules (Ontario only, for employers with ?25 staff):
Disclose compensation range, use of AI in hiring, and whether the position already exists.
No "Canadian experience" requirement.
Provide hiring-status updates within 45 days post-interview.
Retain postings and related documents for 3 years (Ogletree, Mondaq).
Working for Workers Acts (Four, Five, Six):
Tele-work and virtual harassment protections extended to private-home offices.
Ban on sick notes for statutory leaves.
Paid trial shifts and tip/pool protections.
PPE standards, washroom sanitation rules (en.wikipedia.org, Harbr Human Resources).
Saskatchewan
Proposed amendments to the Employment Act:
Extend sick leave from 12 to 27 weeks.
Pregnancy-loss leave (up to 20 weeks before due date).
New 16-week interpersonal violence leave.
Expanded bereavement leave (within 6 months) and tip protection (Beyond Borders HR).
British Columbia
Minimum wage increases to $17.85/hr effective June 1, 2025 (en.wikipedia.org).
Minimum Wage Summary (selected regions, 2025-2026)
Quick Timeline Overview
2025
Federal: Ban on replacement workers (June 20); pandemic-era leave rules in effect.
Ontario: Long-term illness leave (June 19), pre-hire disclosure obligations (July 1).BC: Minimum wage increase (June 1).
Saskatchewan: Proposed leave expansions and tip protection.
2026
Ontario: Job posting transparency rules (January 1).
Federal: Equal-pay rules for temp agencies (expected late 2025/early 2026).
Federal: Harassment-prevention review begins.
What Employers & Employees Should Do
Ontario employers (?25 staff): update pre-hire/policy documents by July?2025; redesign hiring-posting processes by January?2026.
Federally regulated employers: draft right-to-disconnect policies; phase out use of strike replacements; prepare for leave changes.
Provincial employers (Saskatchewan, BC, etc.): monitor and align with expanding leave entitlements and wage-adjustment rules.
Staying informed is the first step toward making confident decisions.
Leadership & Wellness: A Quick Reflection
Just as summer offers time to reflect and realign on a personal level, these workplace changes invite us to do the same professionally. A transparent job posting policy, a fair wage structure, and thoughtful leave programs aren't just legal requirements; they're tools that support healthier, more mindful workplaces.
Let's take this opportunity to lead with clarity and care.
Until next time — let's continue to Connect. Empower. Innovate.
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