NEWS OF THE MONTH
Recent Nova Scotia Court Decision and Its Impact on Employment Agreements Canada-wide
A recent Nova Scotia court decision, Brocklehurst v. Micco Companies Limited (2025), has sent shockwaves through Canadian employment law, just as the Dufault case did in 2024.
In the decision, the court struck down a termination clause for being too vague, forcing the employer to pay 8 months’ severance (far beyond the statutory minimum). The problematic wording?
“Minimum notice of termination… and severance pay (if applicable) to which you are entitled under Nova Scotia Labour Standards legislation.”
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hy It Failed:
- “Severance pay” isn’t defined in Nova Scotia law—creating confusion.
- The clause didn’t explicitly exclude common law entitlements.
- If there’s ambiguity in an employment contract, the courts typically rule in favour of the employee.
Want the full story?
Read our detailed case study to understand exactly why this clause failed and how to protect your business
Based on this court decision, here at HR Covered, we have amended the language in our employment agreements to ensure that the term “severance pay” is ONLY included in the Ontario and federal employment agreements.
➡️If you are hiring a new employee, please reach out, and we will ensure you have the updated Employment Agreement.
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Federal News
Canada Blocks Netflix at Work After Federal Employees Stream Thousands of Hours
The Canadian government has banned Netflix, Disney+, Prime Video, and other streaming platforms across 45 federal departments after discovering widespread personal use during work hours.
Before the December 2024 ban, departments like National Defence and Public Services each streamed over 3 terabytes monthly — equal to 1,000+ hours of HD video. Other departments, including Global Affairs and the CRA, showed similar activity, with an additional 10 terabytes used on guest Wi-Fi.
Shared Services Canada called it a “people management issue” and emphasized that streaming services offer “no business value.” The ban took effect on December 2, 2024. Social media platforms like YouTube and Facebook remain accessible.
Nearly 60,000 Federal Jobs at Risk Amid Government Cost-Cutting Plan
A new report warns that up to 57,000 federal public service jobs could be eliminated by 2028 as the Canadian government pushes for major cost reductions.
Finance Minister François-Philippe Champagne has directed most departments to cut spending by 7.5% next year, 10% the year after, and 15% by 2028 — sparing only select agencies like National Defence, the RCMP, and the Supreme Court.
According to the Canadian Centre for Policy Alternatives, the hardest-hit departments may include the Canada Revenue Agency (CRA), Employment and Social Development Canada (ESDC), and Citizenship and Immigration Canada (CIC). The CRA could lose over 14,000 positions, potentially doubling the layoffs it faced in 2025.
Ottawa and Gatineau could see nearly half of the total job losses, with significant impacts also expected across Ontario and Quebec.
The report warns that fewer staff could lead to longer wait times for tax help, EI, CPP, and passport services — a steep trade-off for planned military spending increases and tax cuts.
FEATURED BLOG
From Concert Cam to Compliance Concern: What the Coldplay Couple Taught Us About Workplace Romance
A viral moment at a Coldplay concert—featuring a CEO and HR head caught on the jumbotron—has sparked serious questions about workplace relationships and power dynamics. In this article, we explore what Canadian employers need to know about managing office romances, the legal risks involved, and how a clear policy can protect your team and your reputation.
💡HRC Tip:
Do you have a workplace policy concerning relationships? Check out some examples on our HR Hub or submit a request for a custom policy for your organization.
PROVINCIAL NEWS
Ontario
Ontario Employers Face $50,000 Fines for Using Unlicensed Staffing Firms
Ontario employers risk fines of up to $50,000 if they knowingly use unlicensed staffing agencies or recruiters under rules introduced in 2024.
The Association of Canadian Search, Employment & Staffing Services (ACSESS) is urging employers to verify licensing status through the Ministry of Labour’s online database. These are the highest penalties of their kind in Canada for this type of violation.
The licensing system aims to protect workers and improve labour standards. ACSESS warns that beyond financial penalties, using unlicensed firms could harm a company’s reputation and signal poor due diligence.
Employers are advised to partner only with licensed firms to ensure compliance, avoid penalties, and protect their workforce.
Ontario
Ontario Shifts to Employer Led Immigration Model
Ontario has shifted to an employer-led immigration model for the Employer Job Offer streams, effective July 2, 2025. This change replaces the previous applicant-led system and introduces a new Employer Portal. Here are the key points of the shift:
- New Employer Portal: The new portal will replace the paper-based Employer Form with a secure, user-friendly digital platform. Employers must create a profile and submit job details, enabling candidates to register EOIs.
- Streamlined Process: The new system aims to streamline the immigration process for skilled foreign workers, international students, and in-demand occupations.
- Expressions of Interest (EOI) System: The new Ontario Immigrant Nominee Program (OINP) system will be points-based ranking, with candidates submitting an EOI through the new portal.
- Fraud Prevention: The new system grants inspectors the authority to conduct in-person interviews to verify application authenticity and makes it mandatory for job posting platforms to report fraudulent employment postings.
- Application Timeline: New EOIs submitted through the new system will remain valid for 12 months and are eligible for future program draws.
This shift is expected to benefit both employers and applicants by improving the efficiency of the nomination process and aligning the program with Ontario’s evolving labour market demands.
Ontario
Case Study: Termination for Safety Policy Violation – Waste Management v. Unifor (2025)
A Waste Management driver with 26 years of service was fired after repeatedly refusing to review safety camera footage of his driving—calling it “voyeurism.” Despite multiple warnings and offers for coaching, his refusal was deemed insubordination, leading an arbitrator to uphold his termination.
Why this matters:
- Demonstrates how safety policy violations can justify termination
- Shows the limits of accommodation without medical evidence
- Reinforces employers’ rights to enforce reasonable safety measures
Read the case study (linked below) to understand the legal reasoning and key takeaways for workplace policy enforcement.
💡HRC Tip:
If you have a challenging situation involving an employee’s refusal to comply with safety directives, our Advisory Team is here to help! Simply put in a request on our HR Hub to have an online chat or call with a member of our team.
Ontario
Case Study: When Permanent Restrictions End Accommodations: Key Lessons from Wan v. Ontario
In a landmark decision, the Ontario Public Service Grievance Board dismissed a manager’s claim that the Ministry of the Environment, Conservation and Parks failed to accommodate his disability by ending a modified work arrangement after his restrictions became permanent (Wan v. Ontario, P-2023-02995, June 2, 2025).
The adjudicator ruled that the Ministry met its duty to accommodate by providing part-time work for 18 months, but was not obligated to create a new role when the employee could no longer perform core managerial duties. This case highlights the limits of accommodation under the Ontario Human Rights Code and underscores the importance of updated medical documentation.
💡HRC Tip:
Do you know what type of information, medical or otherwise, can be requested from employees requesting accommodation? We’re here to help you with accommodation requests, whether it’s providing you with a Functional Abilities Form or with advice on how to handle accommodation requests.
Ontario
10,000 College Staff Laid Off, 600+ Programs Cut Amid Foreign Student Cap
Nearly 10,000 Ontario college staff are being laid off as Canada’s cap on international students triggers massive enrolment declines and over 600 program cuts. The Ontario Public Service Employees Union (OPSEU) calls it one of the province’s largest mass layoffs ever.
The cap—introduced to reduce temporary residents—led to a 41% drop in Indian student enrolment and a 48% drop in first-semester international enrolment across 23 of 24 Ontario colleges.
Colleges like Centennial are facing major financial strain, while OPSEU accuses both colleges and the government of downplaying the full scale of the impact. Programs cut include domestic ones such as nursing, child care, and culinary arts.
The federal government defends the cap as necessary for sustainability, with plans to reduce temporary residents to 5% of Canada’s population by 2026.
Alberta
Alberta Leads Canada in June Job Growth with 30,000 New Jobs
According to Statistics Canada’s June 2025 Labour Force Survey, Alberta led the country in job creation with a net gain of 30,000 jobs—more than any other province. While 51,300 full-time jobs were added, part-time jobs dropped by 21,300.
Alberta’s unemployment rate fell to 6.8%, down 0.6%, and its employment rate rose by 1.2%. Most of the growth came from the services sector, particularly in finance, real estate, health care, and support services.
Nationally, employment rose by 83,000 jobs—the first nationwide increase since January. Alberta was followed by Quebec (+23,000) and Ontario (+21,000).
Economists are watching to see if Alberta’s rebound signals long-term resilience or short-term fluctuation.
Alberta
Alberta Allows Nurses to Get Faster Benefit Coverage for On-the-Job PTSD
The Alberta government has reinstated presumptive Workers’ Compensation Board (WCB) coverage for registered nurses (RNs) and registered psychiatric nurses suffering from job-related PTSD. This means when these nurses file for PTSD benefits, it will be presumed the condition is work-related—streamlining access to support and avoiding lengthy proof requirements.
The move fulfills a key contract bargaining promise made to the United Nurses of Alberta and reverses a 2021 policy that limited presumptive PTSD coverage to first responders only.
While the change brings relief to many front-line nurses facing abuse, moral distress, and chronic short-staffing, it does not yet include licensed practical nurses.
Alberta
Edmonton Dentist Charged with Sexual Assault Wins Bid to Overturn Termination
An Edmonton dentist charged with historical sexual assault has won a partial appeal, with Alberta’s top court ruling that his professional regulator imposed an “unreasonably harsh” penalty.
In a recent decision, the Alberta Court of Appeal upheld findings of professional misconduct against Dr. Shouresh Charkhandeh but ruled the College of Dental Surgeons went too far in revoking his licence and imposing a $50,000 fine. The court instead imposed a three-year suspension, cancelled the fine, and reduced his legal cost burden from over $400,000 to $60,000.
Charkhandeh, 43, was charged in 2024 with five counts of sexual assault related to incidents from 2012–2013 involving a former staffer. He denies the allegations and is scheduled for trial in September 2026.
The court acknowledged the seriousness of the misconduct but found the risk of reoffending low and noted Charkhandeh’s previously unblemished record. The tribunal, the court said, failed to weigh the time since the incidents and prospects for rehabilitation.
While the college’s decision was upheld internally, the court criticized aspects of the process, including aggressive cross-examination of the complainant and disproportionate cost penalties.
Charkhandeh remains suspended from practicing dentistry until 2028.
Britsh Columbia
Fired B.C. Nurse Files Human Rights Complaints Over Discipline for Transgender Comments
y Hamm, a nurse sanctioned by the B.C. College of Nurses and Midwives (BCCNM) for making discriminatory statements about transgender people while identifying as a nurse, has filed two human rights complaints with the B.C. Human Rights Tribunal.
Represented by the Justice Centre for Constitutional Freedoms, Hamm alleges she was terminated and disciplined for expressing her political views on gender and women’s rights during personal time. She’s now seeking reinstatement, a public apology, and compensation.
The BCCNM had earlier ruled her conduct was unprofessional, citing online comments between 2018 and 2021 that it said were intended to elicit fear and contempt toward the transgender community. Hamm is also appealing the decision in B.C. Supreme Court.
The College clarified that while nurses may express personal views, they must not associate those views with their professional designation.
Britsh Columbia
‘Goosebumps’ and euphoria after workers trapped in B.C. mine were freed, says employer
Three workers trapped underground at the Red Chris gold and copper mine in northwestern B.C. for more than 60 hours were rescued Thursday night in what officials described as a “euphoric” and “heroic” moment.
The workers — Kevin Coumbs (ON), Darien Maduke (B.C.), and Jesse Chubaty (MB) — had been sheltering 284 metres underground after two rockfalls blocked their exit. The complex rescue used drones, a remote-controlled scoop machine, and a protective rescue vehicle to reach them.
Hy-Tech Drilling and mine operator Newmont Corp. confirmed all three men were in good physical and mental condition, walked out on their own, and were reunited with their families.
Officials credit strict safety protocols and quick-thinking emergency teams for the successful rescue. An investigation is now underway to determine the root cause of the falls, described as unexpected and localized, in a mine with no prior history of ground instability.
Premier David Eby and B.C.’s Mines Minister Jagrup Brar praised the workers’ courage and the rescue effort, calling it a proud moment for the province.
Britsh Columbia
Case Study: Costly Consequences: BC Court Rules $320K Payout After Employer Botches Suspension Process
A Port Moody food truck business has been ordered to pay over $2,100 in wages and penalties to a former cook after losing an appeal before the B.C. Employment Standards Tribunal.
BC Taco Restaurant Group Ltd., which runs two taco trucks, was found to have violated the Employment Standards Act by failing to pay overtime, vacation pay, and statutory holiday wages to former employee Abel David Sanchez Florentino.
The company argued that “advance payments” totaling over $6,500 should offset what was owed, but the tribunal found no legal basis for the deductions. Florentino said the receipts were fake and signed under threats from the owner during a Service Canada investigation.
Tribunal member Alysha Bennett ruled the receipts lacked validity and did not meet legal standards for wage deductions. The appeal was dismissed, and BC Taco must now pay the full amount. If the company seeks repayment for the alleged advances, it must go through civil court.
💡HRC Tip:
Do you have “unwritten rules” regarding discipline and suspension in the workplace? These could expose you to risk if an employee brings a case against you in court and you need to provide your documentation. Let us help you make certain that you have what you need.
Manitoba
Pharmacist suspended, fined after leaving unlabelled drugs at fast-food restaurant for patient
A Winnipeg pharmacist has been fined $150,000 and suspended after leaving unlabelled prescription drugs, including the narcotic Tylenol 3, with a fast-food employee at a Dairy Queen in 2019. The College of Pharmacists of Manitoba recently released the disciplinary decision following a discontinued appeal in April 2025.
The pharmacist had prepared the medication after-hours and handed it off in an unmarked bag to a young DQ worker without confirming their identity or connection to the patient. Police later intervened when the restaurant refused to release the drugs.
The pharmacist pleaded guilty to multiple counts under the Pharmaceutical Act, and was given a one-year suspension (10 months credited from voluntary surrender).
Saskatchewan
Saskatchewan Hits Record Employment with 26,300
Full-Time Jobs Added in June
Saskatchewan has posted record-high employment numbers, adding 26,300 full-time jobs in June 2025 compared to the same month last year. Total employment in the province now stands at 636,800, with 533,800 in full-time positions.
Despite global pressures, including U.S. and Chinese tariffs, Saskatchewan continues to lead Canada’s labour market with the lowest unemployment rate among provinces at 4.9 per cent—well below the national average of 6.9 per cent.
Significant gains were seen across key groups: off-reserve Indigenous employment rose 10.2 per cent; Indigenous youth employment increased 21.8 per cent; and women’s employment was up 4.6 per cent. Saskatoon and Regina also posted strong year-over-year job growth and rank among the top five cities in Canada for lowest unemployment.
Key sectors driving growth included health care and social assistance (+11,800), construction (+6,500), and public administration (+5,000). Saskatchewan also led all provinces in the growth of building permits and ranked second in urban housing starts.
The government attributes the continued strength to its labour market and investment strategies aimed at supporting long-term economic growth.
Saskatchewan
Saskatchewan Minimum Wage Rising to $15.35 This October
Saskatchewan’s minimum wage will increase to $15.35 per hour on October 1, 2025—up from the current $15—marking a 35-cent raise for the province’s lowest earners.
The provincial government says the increase is part of its indexation formula, which adjusts wages based on cost-of-living factors. Once implemented, Saskatchewan’s minimum wage will have grown by 93 per cent since 2007, when it stood at $7.95.
Despite the increase, the province will still have one of the lowest minimum wages in Canada. As of now, Saskatchewan and Alberta are tied for the lowest at $15 per hour. In contrast, Nunavut leads the country at $19, while British Columbia has the highest minimum wage among provinces at $17.85.
“By raising the minimum wage, we are continuing to support workers and deliver on our commitment to affordability,” said Jim Reiter, Minister of Labour Relations and Workplace Safety. He added that the province will be consulting with business groups to assess the impact of the change.
The last increase in Saskatchewan’s minimum wage took effect on October 1, 2024, when it rose from $14 to $15 per hour.
Nova Scotia
New Nova Scotia Law Aiming to Help Injured Workers Return to Work Takes Effect
A new law requiring collaboration between injured workers, employers, and the Workers’ Compensation Board of Nova Scotia (WCB) took effect on July 15. The “duty to co-operate” legislation is part of the Stronger Workplaces for Nova Scotia Act, passed last year.
“This is about making return to work part of recovery,” said Labour, Skills and Immigration Minister Nolan Young.
Under the law, employers must offer suitable accommodations and maintain communication, while employees are expected to engage in planning their return. WCB Nova Scotia will support both sides through the process.
WCB CEO Karen Adams said the goal is shared: “Workers want to get back to their lives, and employers want a strong, stable workforce.”
The legislation stems from recommendations in a 2024 review of the workers’ compensation system. The province says staying connected to work improves recovery outcomes.
Nova Scotia currently has the lowest return-to-work rate in Canada and among the longest average claim durations, at 168 days in 2022. Only 46% of injured workers returned within 30 days that year—down from 52% in 2012.
In recent months, WCB has rolled out webinars, tools, and resources to help workplaces adapt to the changes.
Minimum Wage in Canada by
Province/Territory (2024)
Alberta: $15 per hour, which has been in effect since October 1, 2018. Students under 18 years of age who work less than 28 hours per week earn a minimum wage of $13.00 per hour. Salespersons (including land agents and certain professionals) earn a minimum wage of $598 per week. Domestic employees (living in their employer’s home) earn a minimum wage of $2,848 per month.
British Columbia: $17.85 per hour, which has been in effect since June 1, 2025. For live-in camp leaders, the daily rate for each day or part day worked is $142.61. For live-in home support workers, the current daily rate is $133.05 per day or part day worked. The minimum wage for resident caretakers is a monthly wage based on the number of suites in the building: $1069.36 per month plus $42.84 for each suite for a building with 9 to 60 residential suites / $3642.51 per month for a building with 61 or more residential suites.
Federal Minimum Wage: $17.75 per hour, which has been in effect since April 1, 2025.
Manitoba: $15.80 per hour, which has been in effect since Oct. 1, 2024. The minimum wage is set to rise to $16.00 starting October 1, 2025.
New Brunswick: $15.65 per hour, which has been in effect since April 1, 2025.
Newfoundland and Labrador: $16.00 per hour, which has been in effect since April 1, 2025.
Northwest Territories: $16.70 per hour, which has been in effect since Sep. 1, 2024.
Nova Scotia: $15.70 per hour, which has been in effect since April 1, 2025. The minimum wage is set to rise to $16.50 on October 1, 2025.
Nunavut: $19 per hour, which has been in effect since January 1, 2024.
Ontario: $17.20, which has been in effect since October 1, 2024. The minimum wage is set to rise to $17.60 effective October 1, 2025. The special minimum wage rates are as follows:
- $16.20 per hour for students under the age of 18 who work 28 hours a week or less when school is in session or work during a school break or summer holidays.
- $18.90 per hour for homeworkers (those who do paid work out of their own homes for employers).
- Hunting, fishing, and wilderness guides earn $86 per day when working less than five consecutive hours in a day and $172.05 per day when working five or more hours in a day.
Prince Edward Island: $16.00 per hour, which has been in effect since October 1, 2024. Minimum wage will increase to $16.50 per hour by October 1, 2025.
Quebec: $16.10 per hour, which has been in effect since May 1, 2025.
Saskatchewan: $15 per hour, which has been in effect since October 1, 2024. Minimum wage will increase to $15.35 per hour by October 1, 2025.
Yukon: $17.94 per hour, which has been in effect since April 1, 2025.
Plan Ahead with Confidence:
Holiday List 2025
List of Provincial, Territorial, and Federal Statutory Holidays 2025
We get it—keeping track of statutory holidays can be a bit of a headache when you’re juggling everything else. To make things easier, we’ve put together a complete list of this year’s holidays for you.
Thank You for Your Kind Words
We’re incredibly grateful for your support and the thoughtful reviews you’ve shared on Google. Your feedback inspires us to keep raising the bar and delivering the exceptional service you deserve. In this section, we’re shining a spotlight on some of our latest reviews—each one a testament to the trust and partnership we value so deeply.
