🍁 Ontario 1 Update [ WORKERS' COMPENSATION | POLICY UPDATE | ONTARIO ] WSIB Revises Noise-Induced Hearing-Loss and Tinnitus Policies The WSIB revised its operational policies for work-related noise-induced hearing loss and related tinnitus, effective October 7. The changes remove the presbycusis adjustment, raise the initial-entitlement threshold from 22.5 dB to 26.25 dB, allow all qualifying noise-induced hearing-loss claims to receive a non-economic-loss benefit, and move tinnitus guidance into the noise-induced hearing-loss policy. This affects WSIB adjudication; it does not replace duties under the Occupational Health and Safety Act. Employer Takeaway: Noise-exposed employers should review hearing-conservation controls, worker training, exposure records, claim reporting and return-to-work practices. Treat this as a claims-policy update and continue controlling workplace noise hazards. |
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🏔️ British Columbia 2 Updates [ HEALTH & SAFETY | EFFECTIVE NOV. 6 | BRITISH COLUMBIA ] WorkSafeBC Respiratory-Protection Amendments Take Effect November 6 WorkSafeBC announced amendments to Part 8 of the Occupational Health and Safety Regulation that take effect November 6. The amendments clarify terminology for tight-fitting respirators, including fit tests, user seal checks and anything that may interfere with the respirator's seal or proper functioning. WorkSafeBC says the core safety requirements are not changing. Please see our article below for additional details on this update. Employer Takeaway: Before November 6, review fit-testing and seal-check instructions, and ensure training addresses facial hair, eyewear and other seal-interference issues. Keep the existing respiratory-protection program aligned with the work actually performed. [ HUMAN RIGHTS | PRELIMINARY DECISION | BRITISH COLUMBIA ] Contractors and Project Partnerships May Face Potential Employer Exposure In Fraser v. Bonatti Canada Construction Inc. and others, 2026 BCHRT 209, the BC Human Rights Tribunal declined at a preliminary stage to dismiss a race-discrimination complaint against Bonatti and a project partnership. Evidence could support operational control over onboarding, training, performance assessment and termination. The complaint against Kiewit (a third partner) was dismissed because the record did not show the required control-and-dependency relationship. This is not a finding that discrimination occurred. Please see our case study below for additional details on this case. Employer Takeaway: If work is shared with contractors, partnerships or labour suppliers, map who directs work, controls training, evaluates performance and participates in discipline or termination. The real work arrangement can matter beyond payroll status. |
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⛰️ Alberta 1 Update [ HEALTH & SAFETY | ENFORCEMENT | ALBERTA ] Alberta Employer Fined $114,000 After Serious Workplace Injury Artis Exploration Ltd. pleaded guilty on October 1 to an Occupational Health and Safety Code count concerning hazard assessment and control after an explosion and fire seriously injured a worker. The Alberta government announced the Red Deer Court of Justice result on October 6: a $114,000 fine, including the victim fine surcharge. Employer Takeaway: Treat hazard assessment and control as an active, documented process. Confirm hazards are identified, controls are implemented and supervisors update the assessment when work, equipment or conditions change. |
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🌾 Saskatchewan 1 Update [ HEALTH & SAFETY | ENFORCEMENT | SASKATCHEWAN ] Agrifoods Fined $100,000 After Powered Mobile Equipment Injury Agrifoods International Cooperative Ltd. pleaded guilty to failing to ensure that only trained operators used powered mobile equipment, contrary to subsection 11-2(2) of The Occupational Health and Safety Regulations, 2020. The serious injury resulted in a total $100,000 penalty, including the victim fine surcharge. Employer Takeaway: For forklifts, tractors, trucks and similar equipment, verify training and authorization, document competency checks, control equipment access and check that supervision matches the risk. |
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🌲 New Brunswick 1 Update [ WORKERS' COMPENSATION | EMPLOYER COSTS | NEW BRUNSWICK ] WorkSafeNB Announces Performance Refund and 2027 Average Assessment Rate WorkSafeNB announced a $151.2-million performance refund for eligible New Brunswick employers and said the 2027 average assessment rate will remain $1.10 per $100 of assessable payroll. For 2026 refunds, amounts over $1,000 are issued by cheque and smaller refunds are credited to the employer's account. WorkSafeNB also announced an additional $52.6-million rebate. Employer Takeaway: Eligible employers should confirm their refund method and factor the 2027 average rate into budgeting. Individual assessment rates still vary by industry classification and experience-rating factors. |
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⚓ Nova Scotia 1 Update [ PSYCHOLOGICAL SAFETY | EXISTING DUTIES | NOVA SCOTIA ] Nova Scotia Leaders Reinforce Psychological-Injury Prevention and Harassment-Policy Duties In an October 9 World Mental Health Day op-ed, the Labour Minister and WCB Nova Scotia CEO reported 174 psychological injury claims in 2025 and reminded provincially regulated employers of existing duties to take reasonable precautions against psychological injury. Employers must maintain a written workplace harassment prevention and response policy and ensure employees understand it. This is a reminder of existing duties, not a new statutory rule. Employer Takeaway: Check that your written policy, supervisor training, complaint intake, investigation process, worker supports and follow-up practices are all current and used consistently. Treat psychological hazards as part of prevention, not only claims management. |
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🌊 Newfoundland and Labrador 1 Update [ INCLUSIVE EMPLOYMENT | WORKFORCE SUPPORT | NEWFOUNDLAND AND LABRADOR ] Supported Employment NL Funding Creates a Practical Inclusive-Hiring Resource Newfoundland and Labrador announced a $15.9-million investment through Supported Employment Newfoundland and Labrador to help adults and high-school students with intellectual disabilities prepare for, obtain and maintain employment. Fifteen agencies are receiving funding for individualized workplace support, skills development, job placement and retention assistance. This is a workforce support opportunity, not a new statutory duty. Employer Takeaway: Employers interested in inclusive hiring or retention can connect with participating agencies about job coaching, onboarding, workplace accommodation and retention supports. Employers should continue using an individualized approach to accommodation. |
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🍁 Federal 3 Updates [ POLICY WATCH | SUPPLY-CHAIN DUE DILIGENCE | FEDERAL ] Canada Releases Consultation Findings on Forced Labour and Supply-Chain Due Diligence The federal government released two "What We Heard" reports on possible measures to strengthen Canada's forced labour import ban through proposed Bill C-35 and on potential supply chain due diligence and civil liability measures. The reports are consultation findings and proposals under consideration, not new law. The Fighting Against Forced Labour and Child Labour in Supply Chains Act remains the current reporting framework for organizations within its scope. Please see our article below with additional details. Employer Takeaway: Organizations that import goods or rely on international suppliers can map supplier risk information and retain sourcing records now. Employers should monitor the proposals, but not describe them as current legal requirements. [ RECRUITMENT | EFFECTIVE NOV. 3 | FEDERAL ] Express Entry Adds High-Wage Occupation Points and Changes Qualifying-Offer Rules Immigration, Refugees and Citizenship Canada announced that, beginning November 3, qualifying job offers used for the new Express Entry high-wage occupation points will not require an LMIA. A temporary public policy also removes LMIA and LMIA-exemption requirements for certain qualifying offers used for Federal Skilled Worker or Federal Skilled Trades eligibility, subject to conditions. IRCC will continue to assess whether an offer is genuine and complies with employment and recruitment laws. Employer Takeaway: Employers recruiting internationally should review offer letters and keep records showing the job is genuine, full-time and continuous for at least one year after permanent residence, and that the candidate qualifies. Not every offer will meet the policy conditions. [ WORKFORCE DEVELOPMENT | FUNDING OPPORTUNITY | FEDERAL ] Federal Apprenticeship Funding Intakes Open for Training Partners The federal Union Training and Innovation Program opened funding opportunities for training infrastructure, innovative apprenticeship supports and training equipment. The announcement cites an investment of more than $430 million over five years. Infrastructure expressions of interest are due November 12, innovation applications December 17, and the equipment stream is open-ended; the temporary maximum contribution for training equipment purchases increases from 50% to 70%. Employer Takeaway: Employers, nonprofits and sector partners should check eligibility and consider partnerships with an eligible training organization before the relevant deadline. This is discretionary funding, not a new employment-standards obligation. |
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ONTARIO COMPLIANCE PROMO | AODA REPORTING Ontario employers: your AODA compliance report is due December 31, 2026 Private businesses and nonprofits with 20 or more Ontario employees must file an accessibility compliance report under the Accessibility for Ontarians with Disabilities Act, 2005 by December 31, 2026. Review training records, accessibility policies, accessible-information practices and, where applicable, your multi-year accessibility plan before filing. |
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General minimum wages . For federally-regulated employees, employers must pay the higher applicable federal or provincial/territorial rate. | Province / Territory | Current Rate | Upcoming Change / Note |
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| Alberta | $15.00 | No confirmed upcoming change | | British Columbia | $18.25 | Next annual adjustment: June 1, 2027 (rate not announced) | | Manitoba | $16.40 | Effective October 1, 2026 | | New Brunswick | $15.90 | No confirmed upcoming change | | Newfoundland and Labrador | $16.35 | No confirmed upcoming change | | Northwest Territories | $17.20 | Effective September 1, 2026 | | Nova Scotia | $17.00 | Effective October 1, 2026 | | Nunavut | $20.17 | Effective September 1, 2026 | | Ontario | $17.95 | Effective October 1, 2026 | | Prince Edward Island | $17.30 | $17.60 effective April 1, 2027 | | Québec | $16.60 | No confirmed upcoming change | | Saskatchewan | $15.70 | Effective October 1, 2026 | | Yukon | $18.51 | No confirmed upcoming change | | Federal | $18.15 | Effective April 1, 2026; higher local rate may apply |
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| Two practical, live sessions for business owners, managers and HR professionals. Register even if you cannot attend live; registrants will receive the recording afterward. |
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 | UPCOMING LIVE WEBINAR THURSDAY, NOVEMBER 12, 2026 • 2:00 PM EST Mastering Progressive Discipline & Employee Termination A practical walkthrough of the full path from the first conversation about a concern to the final employment decision—with a focus on a consistent, defensible process. You'll learn how to: • Apply progressive discipline consistently and fairly | • Document each step so decisions are easier to defend | • Recognize when termination is on the table | • Manage the termination meeting clearly and professionally |
Featured resource: Conduct & Performance Toolkit  SPEAKER Darcy Michaud — Chief Services Officer, HR Covered |
|  HOST Kim Allen — Director of Account Management, HR Covered |
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 | UPCOMING LIVE WEBINAR THURSDAY, NOVEMBER 26, 2026 • 2:00 PM EST The Hidden Liabilities in Your Policy Manual/Handbook: What Most Small Business Owners Get Wrong Learn how outdated, inconsistent or overly broad policies can create risk,and how to build a practical review process so the manual supports your organization when it matters. You'll learn how to: • Spot wording that creates unintended obligations or conflicts | • Identify the policies employers need and common gaps | • Apply and communicate policies consistently | • Build a simple process to keep the manual current |
Featured resource: Complimentary Policy Manual SPEAKER Darcy Michaud — Chief Services Officer, HR Covered |
| HOST Kim Allen — Director of Account Management, HR Covered |
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PARTNER CONTRIBUTION | GROUP SAVINGS & RETIREMENT PLANS Should You Add a TFSA to Your Group Savings Plan? Leslie Consulting Group explains why a Tax-Free Savings Account can work alongside a group RRSP rather than replace it. The article highlights tax-free growth, flexible tax-free withdrawals, possible payroll contributions, and the ability for many providers to use the same funds and fee structure already available under a group plan. |
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 | NEW CASE STUDY | MULTI-EMPLOYER RESPONSIBILITY | BRITISH COLUMBIA Who Is the Employer? Operational-Control Lessons from Fraser v. Bonatti Canada Construction Inc. and others, 2026 BCHRT 209 A new case study explores how operational control and worker dependency can affect potential employer responsibility when a work arrangement involves contractors, partnerships or labour suppliers. The Tribunal's October 6 preliminary decision is not a finding of discrimination. |
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 | EXISTING HR COVERED CASE STUDY | PROGRESSIVE DISCIPLINE | BRITISH COLUMBIA The Financial Risk of Skipping Progressive Discipline for Employers When performance or conduct concerns continue, conversations alone are not enough. This case study shows why employers need clear expectations, escalating written warnings, a fair opportunity to improve, and records confirming that the employee understood continued issues could put their job at risk. |
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 | EXISTING HR COVERED GUIDE | POLICY MANUALS & HANDBOOKS | CANADA Employee Handbook and Policy Manual Organizational Importance An employee handbook communicates day-to-day expectations to employees, while a policy and procedures manual gives managers the detail needed to administer policies consistently. This guide explains how these documents support onboarding, clear conduct standards, lawful practices and stronger records when decisions are challenged. |
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 | EXISTING HR COVERED CASE STUDY | CONTRACTOR RELATIONSHIPS | BRITISH COLUMBIA Economic Dependence Case Study: Ursic v. Country Lumber A contractor label alone does not determine the relationship. This case study explains how courts assess exclusivity, control, integration into the business, ownership of tools and the parties' actual working arrangements when deciding whether a contractor may be entitled to reasonable notice. |
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 | NEW BLOG | HEALTH & SAFETY | BRITISH COLUMBIA BC Respiratory Protection: Fit-Test, Seal-Check, and Training Readiness Before November 6 A practical implementation guide expands on the WorkSafeBC Part 8 terminology changes for tight-fitting respirators. It covers identifying affected workers, fit tests, user seal checks, seal-interference issues, record ownership and observable training. |
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 | NEW BLOG | SUPPLY-CHAIN COMPLIANCE | CANADA Forced-Labour Supply-Chain Readiness: What Is Required Now and What Canada Is Considering This article separates current reporting responsibilities from the October consultation findings on proposed Bill C-35 and potential due-diligence measures. It offers a practical supplier information, governance and escalation checklist without presenting proposals as law. |
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