⚖️ Legislative Updates — June 2026
June has arrived with no shortage of legislative activity. From a landmark BC Court of Appeal ruling on remote work to new federal equal treatment rules for temporary workers, a Manitoba Royal Assent, and minimum wage increases taking effect across multiple provinces, there is a lot for Canadian employers to keep up with. Below is a province-by-province breakdown of every employment law change, wage update, and court decision that matters to your organization — all from May 1, 2026 onward.
🏔️ British Columbia 3 Updates
Court Decision
Remote Work Arrangements Can Be Binding Contracts
The BC Court of Appeal confirmed in May 2026 that long-standing remote work arrangements can become binding contractual terms of employment, even without anything in writing. In Cressey Construction v. Parolin, the court held that unilaterally revoking a remote work arrangement without reasonable notice may constitute constructive dismissal. Employers who have informally allowed remote work for extended periods are now at legal risk if they issue return-to-office mandates without adequate notice.
Employer Takeaway: Before issuing any return-to-office mandate, consult an HR professional or employment lawyer. Provide adequate written notice, document the change formally, and ensure a legitimate business justification is clearly communicated.
Source: HR Covered Blog →
Compliance Deadline
Pay Transparency Reports Due November 1, 2026
BC employers with 50 or more employees must complete and publicly post their pay transparency reports by November 1, 2026. Reports must include gender pay gap data broken down by job category and must be posted on the employer's website or a publicly accessible location. This is part of a phased rollout — employers with 300 or more employees were already required to file by November 1, 2025, and the requirement now extends to all employers with 50 or more employees.
Employer Takeaway: Start your pay data analysis now. Ensure your HR and payroll systems can generate the required gender pay gap data by job category. If you haven't yet completed a compensation audit, this is the time.
Source: BC Government →
Minimum Wage
BC Minimum Wage Increases to $18.25/hr — June 1, 2026
Effective June 1, 2026, British Columbia's general minimum wage increased from $17.85 to $18.25 per hour — a rise of just over 2.1%, tied to BC's average monthly inflation rate in 2025. The same percentage increase applies to minimum rates for resident caretakers, live-in home-support workers, live-in camp leaders, and app-based ride-hailing and delivery service workers. BC's minimum wage remains among the highest in Canada.
Employer Takeaway: Update your payroll systems immediately if you have not already done so. Ensure all hourly employees — including part-time, casual, and gig workers — are being paid at least $18.25/hr. Review any related roles (caretakers, live-in workers, app-based workers) to confirm their rates have also been updated accordingly.
Source: BC Government →
🌾 Alberta 1 Update
Workplace Safety
Sawmill Fined $355,000 After Worker Fatality Conviction
A northern Alberta sawmill was convicted in May 2026 and fined $355,000 after pleading guilty to failing to ensure the health and safety of a worker who was fatally injured on the job. The conviction follows an investigation by Alberta Occupational Health and Safety. The case is a stark reminder that workplace fatalities carry serious criminal and financial consequences for employers.
Employer Takeaway: Conduct a workplace safety audit now — before an incident occurs. Ensure all workers are trained, hazards are documented, and all safety procedures are followed and enforced consistently. The cost of prevention is always less than the cost of a fatality.
Source: CBC News →
🌻 Saskatchewan 1 Update
Workplace Safety
WorkSafe Saskatchewan Unveils New Brand and Prevention Focus
On May 6, 2026, WorkSafe Saskatchewan launched a new brand identity and strategic direction, shifting its emphasis toward proactive injury prevention rather than reactive response. The rebranding reflects a broader commitment to reducing workplace injuries before they occur, with updated employer resources, training materials, and a new digital platform.
Employer Takeaway: Visit the new WorkSafe Saskatchewan website to access updated employer guides, hazard assessment tools, and training resources. Take advantage of the prevention-focused materials to strengthen your workplace safety program.
Source: Saskatchewan Government →
🦬 Manitoba 2 Updates
Royal Assent — June 1, 2026
Bill 10: Attachment Leave for Adoption and Surrogacy Now Law
Manitoba's Bill 10, The Employment Standards Code Amendment Act (Attachment Leave for Adoption and Surrogacy), received Royal Assent on June 1, 2026. The Act entitles eligible employees to up to 16 weeks of unpaid, job-protected leave when a child is placed in their care through adoption or surrogacy. To qualify, employees must have at least seven months of service and provide advance notice. The Act comes into force on the day it received Royal Assent.
Employer Takeaway: Update your leave policies now to reflect this new entitlement. Ensure your HR team and managers are aware that adoptive and surrogate parents have the same job-protected leave rights as biological parents. Review your employment agreements and employee handbooks to include this new leave category.
Source: The Legislative Assembly of Manitoba →
Labour Board Decision
Hotel Owners Ordered to Pay $100K in Unpaid Wages to Migrant Workers
The owners of a Manitoba hotel chain are appealing a Manitoba Employment Standards order to pay over $100,000 in unpaid overtime, general holidays, and vacation wages to three foreign workers. The workers, who were not eligible to work in Canada, testified they worked 12-hour days, seven days a week, and were on call 24/7. The employer argued they were unaware the individuals were working at the hotel and claimed the workers were not employees. However, the province noted the company failed to maintain accurate payroll records and was previously fined for failing to produce records.
Employer Takeaway: Ignorance of operations is not a valid defence against employment standards violations. Employers must maintain accurate, complete payroll and hours-of-work records for all workers, regardless of their immigration status. Failing to do so can result in significant financial penalties and reputational damage.
Source: CBC News →
🍁 Ontario 2 Updates
New Registry
Occupational Exposure Registry Coming for Ontario Workers
Under the Protecting Ontario's Workers and Economic Resilience Act (POWER Act), Ontario's Chief Prevention Officer is mandated to develop a worker Occupational Exposure Registry. The registry will track workers' exposure to physical, chemical, and biological agents in the workplace, creating a long-term record that can be used to identify occupational disease patterns and support workers' compensation claims.
Employer Takeaway: Begin auditing your workplace hazard documentation practices now. Employers in manufacturing, healthcare, construction, and other high-exposure industries should ensure that exposure records are accurate, complete, and accessible.
Source: Ontario Government →
Court Decision
Ontario Court Dismisses Mass Vaccine Mandate Lawsuit
The Ontario Court of Appeal dismissed a mass lawsuit by healthcare workers challenging COVID-19 vaccination policies in Dorceus v. Ontario. The court held that the matter was not justiciable in the way it was framed, reaffirming that employer-mandated vaccination policies implemented during a public health emergency were lawful.
Employer Takeaway: This decision reinforces that workplace health and safety policies, when properly documented and applied, will generally withstand legal challenge. Ensure your health and safety policies are always well-documented, consistently applied, and grounded in a legitimate business or public health rationale.
Source: HR Covered Blog →
Ontario Employers — Heads Up
The 2026 AODA Reporting Deadline Is Approaching
Did you know that Ontario organizations with 20 or more employees must file their next accessibility compliance report by December 31, 2026? It's never too early to start reviewing your requirements — and the penalties for non-compliance can reach $100,000 per day.
📧 Book a discovery call by emailing service@hrcovered.com with the subject line "AODA".
⚜️ Québec 1 Update
Minimum Wage
Québec Minimum Wage Increases to $16.60/hr — May 1, 2026
Québec's general minimum wage increased to $16.60 per hour effective May 1, 2026, up from $16.10/hr. The tipped employee rate also increased. This is a mandatory increase that applies to all employers in Québec, regardless of size or sector.
Employer Takeaway: Update your payroll systems immediately if you have not already done so. Ensure all employees — including part-time, casual, and tipped workers — are being paid at least the new minimum wage.
Source: Québec Government →
🌊 New Brunswick 1 Update
Proposed Legislation
Bill 26: Long-Term Illness and Injury Leave on the Horizon
New Brunswick's Bill 26 proposes to introduce a new long-term illness and injury leave entitlement under the Employment Standards Act. If passed, it would provide employees with job-protected leave for serious illness or injury, filling a significant gap in New Brunswick's current employment standards framework. The bill has passed third reading and is currently under legislative review.
Employer Takeaway: Review your current leave policies and short-term/long-term disability programs now. If Bill 26 passes, you will need to update your leave entitlements and ensure your policies align with the new requirements.
Source: McInnes Cooper →
🥔 Prince Edward Island 1 Update
Legislative Update
Sick Note Bill Defeated — Status Quo Remains
PEI's Progressive Conservative government defeated a private member's bill in May 2026 that would have eliminated the requirement for sick notes from employees. The defeat means PEI employers can continue to require medical documentation for sick leave. However, the broader national trend is moving toward reducing or eliminating sick note requirements.
Employer Takeaway: While the bill was defeated, review your sick leave policy to ensure it is reasonable, consistently applied, and not creating unnecessary barriers. Consider a balanced approach that reserves documentation requirements for extended absences.
Source: HR Reporter →
🇨🇦 Federal 3 Updates
New Regulations
Equal Treatment Rules for Temporary Workers Now Published
Federal regulations published on May 14, 2026 will require federally-regulated employers operating under the Canada Labour Code to provide assignment/temporary employees with equal pay and benefits when performing the same work as permanent employees. The Equal Treatment rules will prohibit differential wage rates based on employment status; however, provisions for differential rates based on merit, seniority, and similar factors will still apply. The regulations apply to federally regulated employers only and take effect in October 2026.
Employer Takeaway: Conduct a wage audit across your direct and temporary workforce now. Review your staffing agency contracts to ensure compliance obligations are clearly defined.
Source: Canada Gazette →
Proposed Legislation
Bill C-31: Federal Ban on Non-Compete Clauses Proposed
Bill C-31, introduced in May 2026, proposes to ban non-compete clauses in employment contracts for federally regulated employees, following Ontario's lead from 2021. If passed, the ban would apply to banks, airlines, telecoms, and other federal employers. Limited exceptions would remain for the sale of a business and certain senior executives.
Employer Takeaway: If you are a federally regulated employer, audit your employment contracts now. Identify all non-compete clauses and begin replacing them with enforceable alternatives — e.g., non-solicitation agreements, confidentiality provisions.
Source: Parliament of Canada →
Workplace Health
Mental Health Costing Employers 46 Working Days Per Employee
A new Manulife Canada report released in May 2026 reveals that mental fatigue and burnout are costing Canadian employers the equivalent of 46 working days per employee, per year. Mental health conditions are now the leading driver of disability claims in Canada. The report found that only 40% of employees feel their employer takes meaningful action on mental health, despite 80% of employers believing they do.
Employer Takeaway: Review your mental health supports and ask honestly: do your employees know about them and feel safe using them? Train managers to recognize early warning signs of burnout. If you don't have a formal mental health policy or EAP, now is the time to create one.
Source: HR Reporter →
New Service
Get Your WSIB Rebate with Zero Risk
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We do the work, you secure your rebate, and you walk away with the profit and a safer business.
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⭐ Featured Article — Leslie Consulting Group
Employee Benefits | Drug Plans | 2026 Trends
Your Benefits Plan and the Drug Landscape: What's Changing in 2026
In this month's featured article from Leslie Consulting Group, we explore how changing prescription drug trends are impacting employer benefits plans heading into 2026. From the growing demand for GLP-1 medications like Ozempic and Wegovy to rising specialty drug costs and upcoming generic alternatives, employers are facing new questions around coverage, sustainability, and employee communication. Understanding these developments now can help organizations better manage costs and avoid confusion as the benefits landscape continues to evolve.
Read now →
💰 Current Minimum Wage Across Canada — June 2026
All rates are current as of June 2026. Upcoming changes are noted where confirmed.
| Province / Territory | Current Rate | Upcoming Change |
|---|---|---|
| 🌾 Alberta | $15.00/hr | No scheduled increase announced |
| 🏔️ British Columbia | $18.25/hr | Effective June 1, 2026 |
| 🇨🇦 Federal (Federally Regulated) | $18.15/hr | Effective April 1, 2026 |
| 🦬 Manitoba | $16.00/hr | ↑ $16.40 — October 1, 2026 |
| 🌊 New Brunswick | $15.90/hr | Effective April 1, 2026 |
| 🐟 Newfoundland & Labrador | $16.35/hr | Effective April 1, 2026 |
| 🌌 Northwest Territories | $16.95/hr | Effective September 1, 2025 |
| ⚓ Nova Scotia | $16.75/hr | ↑ $17.00 — October 1, 2026 |
| 🐻❄️ Nunavut | $19.75/hr | Effective April 1, 2026 |
| 🍁 Ontario | $17.60/hr | ↑ $17.95 — October 1, 2026 |
| 🥔 Prince Edward Island | $17.00/hr | ↑ $17.30 — October 1, 2026 |
| ⚜️ Québec | $16.60/hr | Effective May 1, 2026 |
| 🌻 Saskatchewan | $15.35/hr | Effective October 1, 2025 |
| 🏔️ Yukon | $18.51/hr | Effective April 1, 2026 |
🔘 LIVE WEBINAR
WEDNESDAY, JUNE 17, 2026 • 2:00 PM EST
Health & Safety Compliance:
What Every Employer Needs to Know
A workplace injury, ministry inspection, or compliance complaint can happen when you least expect it. Join HR Covered for a practical session covering what employers are expected to have in place — and the steps you can take to reduce risk before problems arise.
✔️ Employer duties under OHS legislation
✔️ Required policies & documentation
✔️ Health and safety training requirements
✔️ Common compliance gaps & penalties
✔️ WSIB Excellence Program overview
Darcy Michaud
Chief Services Officer, HR Covered Inc.
Jennifer Threndyle
Health and Safety Advisor, HR Covered Inc.
📰 Trending HR Insights — June 2026
Compliance | Accessibility | Ontario
AODA Compliance: What You Need to Know and How to Prepare for the Reporting Deadline
The Accessibility for Ontarians with Disabilities Act (AODA) requires private sector businesses and nonprofits with 20 or more employees to file an accessibility compliance report by December 31, 2026. With the deadline approaching, many employers are still unprepared — and the penalties for non-compliance can reach $100,000 per day. This article covers the key requirements under the Integrated Accessibility Standards Regulation (IASR), including website accessibility (WCAG 2.0 Level AA for employers with 50+ staff), mandatory training for all employees and volunteers, and the multi-year accessibility plan requirement for organizations with 50 or more employees. A compliance audit is the first step. Review your policies, training records, and public-facing digital assets now.
Employer Takeaway: Do not wait until Q4 to begin your AODA compliance review. Start auditing your website, training records, and accessibility policies now. Engage leadership early — the individual certifying the report must be a senior officer with authority to bind the organization.
Read now →
HR Management | Employment Standards | All Provinces
Managing Employee Lateness and Absenteeism: A Guide For Canadian Employers
Chronic lateness and absenteeism are among the most persistent challenges for Canadian employers — and one of the most legally complex to manage. The key distinction that every manager must understand is the difference between culpable absenteeism (unexcused, where discipline is appropriate) and innocent absenteeism (illness or disability-related, where the duty to accommodate applies). This guide covers how to establish a clear, written attendance policy; implement progressive discipline for culpable absenteeism; navigate the duty to accommodate for innocent absenteeism; and recognize when frustration of contract may apply. Canadian employment law requires employers to distinguish between these two categories before taking any disciplinary action. Treating innocent absenteeism as culpable can expose your organization to a human rights complaint.
Employer Takeaway: Review your current attendance policy to ensure it clearly defines notification procedures and the consequences of unexcused absences. Train your managers to distinguish between culpable and innocent absenteeism to avoid human rights violations.
Read now →
