June 2026 Edition

 

With dozens of pieces of HR-related legislation across Canada, it can sometimes be difficult to keep up with changes. Small adjustments may be made to certain regulations, subsections, or clauses in any jurisdiction at any time, and most may go unnoticed unless you are regularly looking for them.

More significant changes, such as amendments made to Employment Standards, are often covered by the media, and are much easier to detect.

In either case, employers should take the time, at least quarterly, to review legislation changes in their jurisdictions, and if needed, adjust their human resources policies and practices to ensure they remain compliant.

The following include brief descriptions of the changes. Contact us if you would like more information on any item listed.

If you are not certain where to find key pieces of legislation for your jurisdiction, be sure to check out our Quick Access Guide to Canadian HR Legislation.

Be sure to also check our Sick Leave and Doctor's Note Requirements Across Canada Webpage to stay up to date on changes happening across Canada.

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It is also recommended to review the March 2026 legislative update for items you may have overlooked. There were significant changes in the first half of this calendar year. For YOUR Essential HR Toolkit members, this can be found in the online repository. For all others, please contact us at welcome@tapstrategyandhr.com to request a copy.

 

While we cannot cover all elements of each piece of legislation that has recently changed, here are several important ones to be aware of:

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​​Federal (Canada Labour Code)

• April 1, 2026 – Federal Minimum Wage Increase: ​The federal minimum wage increased from $17.75 to $18.10 per hour, indexed annually to inflation. Federally regulated employers must pay the higher of the federal or applicable provincial/territorial rate.

• July–Sept 2026 — Equal Treatment/Temporary Help Agency Regulations): Employers must ensure equal pay for equal work across full-time, part-time, and temporary employees performing similar duties, with employees entitled to request wage reviews and receive written responses. Federal equal treatment / temporary help agency regulations remain under development; no confirmed in-force date identified in the current 2026 Labour Program forward plan.

• Oct 2026 (Expected date) — Right to Disconnect Policy Provisions (Pending): Regulations are expected to formalize federal right-to-disconnect policy requirements, including after-hours communication expectations and employer obligations.

• Focus areas for 2026: Federal initiatives identified for 2026 include measures to address employee misclassification and restrictions on non compete agreements in federally regulated employment, so clients should expect forthcoming amendments affecting recruitment, contracts and payroll compliance in 2026–2027.

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Ontario

• Ontario Auto Insurance Reform - taking effect July 1, 2026, which are material for employers with fleets, especially around accident benefits and coverage elections. It is recommended that employers review their policies carefully and can affect worker-drivers and worker-passenger accident coverages. https://isure.ca/inews/ontario-auto-insurance-reforms/

• Working for Workers Act - post‑Jan. 1, 2026 focus is now practical compliance and enforcement.

• July–Sept 2026 — Compliance Phase for Job Posting Rules (In Force): Enforcement focus has shifted to compliance with January 1, 2026 job posting requirements, including salary ranges, AI disclosure, and candidate notification timelines, with increased inspection activity.

• Fall 2026 (Expected) — Working for Workers Seven Act Updates (Pending): Additional provisions relating to job posting platforms, enforcement measures, and potential ESA refinements are anticipated to come into force.

 

British Columbia

• June 1, 2026 - minimum wage increase to $18.25/hour

• Nov 1, 2025-Nov 1, 2026 — Pay Transparency Reporting Expansion (Ongoing Rollout):
  Employers with 300+ employees must report by Nov 2025; 50+ employees must comply by Nov 2026, requiring disclosure of gender pay gaps.

 

Alberta

• July–Sept 2026 — OHS Enforcement Modernization (In Effect): Increased enforcement focus under updated OHS Code, including training, hazard identification, and administrative penalties.

• Late 2026 (Proposed) — Tips & Gratuities Protections (Pending): Government has signaled intent to legislate protections preventing employer retention or deduction of tips, but legislation remains forthcoming.

 

Manitoba

• July–Sept 2026 — Labour Relations Act Changes (Now Fully Operational): Enforcement and practice changes continue under:

  • Automatic certification (>50% cards)

  • Ban on replacement workers

  • Essential services agreements

• Late 2026 (Proposed) — Pay Transparency Legislation (Pending): Government has indicated intent to introduce pay transparency requirements, though no bill has been enacted to date.

 

Saskatchewan

• July–Sept 2026 — Employment Standards Amendments (Carry Forward Compliance):

  • Tip protections prohibiting employer deductions

  • Overtime flexibility (calendar day vs. 24-hour period)

  • Expanded leave entitlements and sick note restrictions

• Late 2026 — Regulatory Clarifications (Expected): Additional guidance expected on tip pooling rules and enforcement mechanisms.

 

Québec

• May 1, 2026 – Minimum Wage Increase
  The general minimum wage increased to $16.60 per hour. The minimum wage for employees who receive tips increased to $13.30 per hour.

• Nov 1, 2026 (Upcoming) — Pay Equity Audit Cycle (Ongoing Compliance): Employers with pay equity plans must complete five-year maintenance audits, with increased scrutiny on documentation and wage gap justification.

• Late 2026 (Expected) — Additional Privacy (Law 25) Compliance Enhancements: Continued enforcement around employee data governance, consent, and anonymization requirements.

• Ongoing – Pay Equity Compliance
  Employers must continue to maintain pay equity and complete required pay equity audits and updates, particularly those reaching or exceeding statutory employee thresholds.

 

Nova Scotia

• April 1, 2026 – Minimum Wage Increase - The minimum wage increased from $16.50 to $16.75 per hour, with a further increase scheduled later in 2026.

• July–Sept 2026 — Workers’ Compensation Modernization (Now in Effect):

  • Faster injury reporting timelines

  • Extended appeal periods

  • Benefits indexed to inflation

• Late 2026 (Proposed) — Pay Transparency / Pay Equity (Bill 98):
  Bill remains not in force, but continued policy focus suggests future legislative movement remains possible.

• January 1, 2026 – Workers’ Compensation Process Changes
  New timelines for reporting workplace injuries and extended appeal periods came into effect, affecting employer reporting obligations.

 

New Brunswick

• April 1, 2026 – Minimum Wage Increase
  The minimum wage increased from $15.65 to $15.90 per hour, based on the province’s CPI‑linked formula.

• July–Sept 2026 — Labour Mobility Enhancements (In Implementation):
  Faster recognition of out-of-province credentials, impacting hiring timelines.

• Late 2026 (Proposed) — Pay Transparency Framework (Under Consideration):
  Government consultation underway on potential requirements for salary disclosure and pay gap reporting.

 

Newfoundland & Labrador

• April 1, 2026 – Minimum Wage Increase
  The minimum wage increased from $16.00 to $16.35 per hour, reflecting inflation‑based adjustments.

• July–Sept 2026 — Pay Equity Act (Limited Application):
  Applies primarily to core public sector, with limited broader employer impact.

• Late 2026 (Pending) — Pay Transparency Regulations:
  Regulations required to operationalize the Act remain outstanding, meaning no obligations yet for most employers.

 

Prince Edward Island

• April 1, 2026 – Minimum Wage Increase
  The minimum wage increased from $16.50 to $17.00 per hour, continuing PEI’s staged wage increases.

• Late 2026 — ESA Implementation (Ongoing):
  Employers continue adapting to:

  • 44-hour workweek limit

  • Paid sick leave thresholds

  • Expanded leave categories

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Territories

• Yukon: Apr 1, 2026 – Minimum Wage Increase (In Effect), increased to $18.51/hour, indexed to inflation.

• Northwest Territories – No Major Legislative Changes (Past or Upcoming 3 Months)

• Nunavut – No Major Legislative Changes (Past or Upcoming 3 Months)

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As an employer, what actions should you take?

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• Update policies to reflect provincial regulations.

• Train managers on province-specific requirements.

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Contact TAP Strategy & HR Consulting to assist you with understanding legislation and your related obligations. TAP is a full-service HR provider.

 

 We ARE Your HR. 

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