NEWS OF THE MONTH
Federal Minimum Wage Is Now $18.15/Hour (Effective April 1, 2026)
As of April 1, the federal minimum wage has increased from $17.75 to $18.15/hour, slightly higher than the earlier projected $18.10.
A few quick reminders for employers:
-
This applies to federally regulated sectors (banking, telecom, interprovincial transportation, etc.)
-
If a provincial minimum wage is higher, you must pay the higher rate
-
Payroll updates aren’t optional — compliance is required
-
The increase is tied to inflation (CPI), meaning this will continue to adjust annually
While the increase may seem modest, it reflects a 21% rise since 2021, something employers should factor into long-term compensation planning.
If you haven’t already, now’s a good time to:
-
Review wage bands
-
Check internal pay equity
-
Align compensation strategy with rising statutory floors
Missed our previous webinars? You can easily catch up by watching the recorded versions here.
FEATURED BLOG
Travel Insurance and Travel to High-Risk Destinations
With global uncertainty on the rise, employee travel comes with added considerations. This blog by the Leslie Consulting Group breaks down how group travel insurance applies when travelling to high-risk destinations, including what’s covered, key limitations, and why pre-trip planning is critical. It also outlines what employers should review before approving travel — from government advisories to contingency planning — to help avoid complications if an emergency occurs abroad.
(Authored by the Leslie Consulting Group)
HR Trends
Creating a Workplace Privacy Policy: The Privacy Law Landscape in Canada in 2026
The “set and forget” approach to employee privacy is officially a legal liability. With Ontario’s new AI disclosure mandates, Canadian employers are now required to provide “just-in-time” transparency. This means if you are using AI for hiring or monitoring remote keystrokes without explicit, plain-language disclosure, you are likely out of compliance.
Our latest blog breaks down the 2026 privacy landscape, from mandatory Privacy Officers to the strict 72-hour breach protocols. Whether you’re managing a small team in Halifax or a tech firm in Vancouver, learn how to move past “legalese” and build a culture of trust that protects your brand and your people.
Federal Updates
New EI Appeals Process Aims to Speed Up Disputes
Starting April 1, 2026, the federal government is launching a new Employment Insurance (EI) Board of Appeal, replacing the current first-level appeals process. The new system will use regionally based panels that include employer and worker representatives, with a focus on faster, more practical decision-making.
For employers, this could mean quicker resolutions for disputes related to terminations, leaves, and Records of Employment (ROEs), along with a more streamlined appeal process. The changes also remove an extra step in second-level appeals, making the system more accessible and efficient overall.
PROVINCIAL NEWS
Ontario
Ontario Proposes Retail Holiday Openings on Family Day and Victoria Day
Ontario is proposing legislative changes that would allow retail businesses to open on Family Day and Victoria Day, creating a more consistent, province-wide approach to holiday retail operations.
Under the proposal, retailers would have the option to open, while eligible employees who choose to work would receive premium pay (time-and-a-half) in addition to public holiday pay. Importantly, existing protections under the Employment Standards Act, 2000, including the right for many retail workers to refuse work on a public holiday, would remain in place.
The changes aim to address inconsistent municipal rules that currently allow some stores to open in certain regions while requiring closures in others.
Takeaway: If implemented, the changes would give employers greater flexibility in holiday operations, while requiring continued compliance with employee rights around public holiday pay and the right to refuse work.
Ontario
Ontario Creating New Provincewide Primary Care Medical Record System
Ontario is advancing a new provincewide primary care medical record system as part of its broader Primary Care Action Plan, backed by $3.4 billion in funding through 2029.
The new system aims to integrate patient records across providers, reducing administrative burden for clinicians and improving access to timely, coordinated care. The province has also exceeded its 2025-26 target by connecting more than 330,000 people to a primary care provider, with further expansion expected through new and enhanced care teams.
For employers, improved access to primary care and more connected health systems may support workforce health, reduce delays in treatment, and facilitate earlier return-to-work outcomes.
Takeaway: Continued investment in primary care infrastructure is expected to improve system efficiency and access to care, with potential downstream benefits for employee health, productivity, and return-to-work timelines.
Alberta
Alberta Invests $247M in Employment Services
Alberta is proposing a record $247 million investment in career and employment services through Budget 2026, aimed at helping more individuals enter and remain in the workforce.
The funding will expand training, job placement, and wraparound supports through initiatives such as WorkFirst Alberta, including new investments in hands-on training through simulated worksites and a forthcoming job-matching platform connecting employers with qualified candidates.
The plan also emphasizes support for individuals facing employment barriers, including persons with disabilities, youth, and those requiring reskilling, while offering resources to help employers build more inclusive and accessible workplaces.
Takeaway: Expanded training and employment supports may help employers address labour shortages, access a broader talent pool, and improve retention through better job matching and skills development.
British Columbia
Case Spotlight: 911 vs. 9:05 AM: Why a ‘Valid’ Reason Won’t Save You from a Retaliation Claim
Case: A2500253 (Re), 2026 CanLII 21296 (BC WCAT)
A recent BC decision found that an employer took prohibited action after terminating an employee just one working day after she raised concerns about carbon monoxide in the workplace.
The employer argued the termination was due to lateness. However, the Tribunal found no prior discipline, weak supporting evidence, and a strong link in the timing of the termination. More importantly, the employer failed to show that the safety complaint played no role in the decision.
This case is a clear reminder that how managers respond to safety concerns matters. Even where there may be valid business reasons for a termination, a poorly handled workplace complaint or management reaction could lead to a finding of retaliation.
Takeaway: Employers should ensure managers are trained to respond appropriately to workplace safety concerns and to clearly separate them from performance management decisions.
British Columbia
B.C. Pushes Back on Expansion of Temporary Foreign Worker Program
David Eby has signalled that British Columbia is unlikely to opt into the federal government’s plan to temporarily expand the Temporary Foreign Worker (TFW) Program for rural employers.
The federal changes would increase the cap on low-wage temporary foreign workers from 10% to 15% and allow one-year work permit extensions, but only until March 2027. Provinces must opt in for the changes to apply.
Eby criticized the program as a short-term fix that leaves workers vulnerable and tied to employers, instead calling for expanded pathways to permanent residency. He also questioned whether the changes would meaningfully address ongoing labour shortages in sectors like child care, education, and the skilled trades.
For employers, the situation creates ongoing uncertainty. Some rural communities and business leaders support the increased cap to address immediate labour gaps, but concerns remain about the lack of a long-term workforce strategy and limited coverage for family members under the program.
Takeaway: While the federal government is offering short-term flexibility, employers should plan for continued uncertainty and monitor which provinces choose to participate, as well as any potential future shifts toward permanent immigration pathways.
Saskatchewan
Expiring Work Permits Raise Labour Concerns for Saskatchewan Employers
Saskatchewan industries are preparing for significant labour disruptions as thousands of temporary foreign worker permits are set to expire in 2026, with some already lapsing as early as March.
Sectors such as hospitality, trucking, agriculture, and skilled trades, many of which rely heavily on these workers, warn that losing access to this labour pool could impact productivity and leave roles unfilled, particularly for small businesses.
While the federal government has introduced temporary measures allowing rural employers to increase their share of low-wage temporary foreign workers from 10% to 15% until March 2027, the changes require provincial opt-in and provide only short-term relief.
Uncertainty remains around what happens to workers with expiring permits and whether provinces, including Saskatchewan, will adopt the new measures. Employers are also facing broader challenges tied to a shrinking labour pool and continued reliance on foreign workers to sustain operations.
Takeaway: Employers should prepare for potential workforce shortages, monitor provincial responses to federal measures, and consider longer-term workforce planning strategies amid ongoing uncertainty in the temporary foreign worker landscape.
Nova Scotia
Stop-Work Order Highlights Ongoing Safety Compliance Failures
A stop-work order has been issued at the Nova Scotia Firefighters School following an inspection that identified multiple safety concerns.
The province has imposed eight stop-work orders that will remain in place until required safety controls are implemented, including inspections of firefighting equipment, personal protective gear, welding tools, and verification of safety documentation and training records. No training activities can resume until compliance is confirmed.
This marks the second stop-work order at the facility in less than two years and follows longstanding concerns about safety practices, including issues raised after a fatal training incident in 2019.
Takeaway: The case underscores the importance of maintaining up-to-date safety systems, equipment inspections, and documentation. Regulators are willing to halt operations where compliance gaps persist, reinforcing that proactive safety management and a strong safety culture are critical for employers.
New Brunswick
New Brunswick Introduces Pay Transparency and Expanded Sick Leave Reforms
New Brunswick has introduced proposed legislation aimed at improving pay equity and strengthening job protections for workers.
If passed, the new Pay Transparency Act would require employers to include salary ranges in job postings, prohibit the use of a candidate’s salary history in hiring decisions, and protect employees who discuss their pay from retaliation.
At the same time, proposed amendments to the Employment Standards Act would significantly expand job-protected unpaid leave for illness or injury from five days to up to 27 weeks, aligning with similar changes in other provinces.
Takeaway: Employers should prepare for increased transparency obligations in hiring practices and review leave policies to ensure compliance with expanded job-protected absence rights if the legislation is enacted.
Minimum Wage in Canada by
Province/Territory
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. The minimum wage will increase to $18.25 on June 1, 2026.
Federal Minimum Wage: $18.15 per hour, which has been in effect since April 1, 2026
Manitoba: $16.00 per hour, which has been in effect since October 1, 2025.
New Brunswick: $15.90 per hour, which has been in effect since April 1, 2026.
Newfoundland and Labrador: $16.35 per hour, which has been in effect since April 1, 2026.
Northwest Territories: $16.95 per hour, which has been in effect since Sep. 1, 2025.
Nova Scotia: $16.75 per hour, which has been in effect since April 1, 2026. An increase will occur on October 1st, 2026 to $17.00.
Nunavut: $19.75 per hour, which has been in effect since September 1, 2025.
Ontario: $17.60, which has been in effect since October 1, 2025. The special minimum wage rates are as follows:
-
$16.60 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.
-
$19.35 per hour for homeworkers (those who do paid work out of their own homes for employers).
-
Hunting, fishing, and wilderness guides earn $88.05 per day when working less than five consecutive hours in a day and $176.15 per day when working five or more hours in a day.
Prince Edward Island: $17.00 per hour, which has been in effect since April 1, 2026.
Quebec: $16.10 per hour, which has been in effect since May 1, 2025. The minimum wage is set to increase to $16.60 per hour on May 1, 2026.
Saskatchewan: $15.35 per hour, which has been in effect since October 1, 2025.
Yukon: $18.51 per hour, which has been in effect since April 1, 2026.
Plan Ahead with Confidence:
Holiday List 2026
Updated for 2026: Provincial, Territorial, and Federal Statutory Holidays
Keep your year organized! Use our full 2026 holiday list to plan employee schedules and avoid surprises. To save you the time spent searching for dates, we’ve put together a complete, ready-to-use list of 2026 statutory holidays across federal, provincial, and territorial jurisdictions.
