NEWS OF THE MONTH
Ontario’s Bill 30 is Here: Immediate HR, Health & Safety, & WSIB Obligations Under the Working for Workers Seven Act
Ontario has passed the Working for Workers Seven Act, 2025 (Bill 30), bringing significant updates to the ESA, OHSA, and WSIA. Many changes are already in effect and require immediate employer attention.
Employment Standards Act (ESA)
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Job-Posting Platforms (Jan 1, 2026): Third-party job boards must add fraud-reporting tools and maintain an anti-fraud policy.
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Job-Seeking Leave (Now in force): Employees affected by a mass termination receive three unpaid days to attend interviews or training.
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Extended Temporary Layoffs (Now in force): Non-unionized employees may be placed on an extended layoff for up to 52 weeks in 78 weeks, but only with written consent and Director approval.
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REMINDER: Job Posting Requirements for Employers with 25+ Employees (Jan 1, 2026): Employers must include expected compensation in publicly advertised job postings, subject to certain restrictions. Employers must also disclose the use of artificial intelligence during the hiring process. Employers must also disclose if the posting is for a vacancy in the workplace or not. Employers are prohibited from requiring Canadian experience in job postings. And finally, employers must inform job candidates for a publicly advertised job posting whether a decision was made within 45 days of the date of the last interview, in person, in writing, or via email/technology.
UPCOMING WEBINARS
Missed our previous webinars? You can easily catch up by watching the recorded versions here.
FEATURED CASE STUDY
“We Thought We Had Just Cause” — When Employer Assumptions Collapse at the Tribunal
Lessons from Kiiveri v. Four Seasons Whistler Hotel Limited Partnership (2025 BCCRT 1613)
Many employers move ahead with what they believe is a solid just-cause termination, only to learn during a tribunal or court review that the evidence, documentation, or process doesn’t meet the court’s strict legal standard. What feels obvious internally often unravels under formal scrutiny.
A recent court decision involving the Four Seasons highlights how easily a just-cause termination can unravel without a solid process. Despite alleging serious misconduct, the employer’s investigation and documentation fell short of the legal threshold, leading the court to reject just cause and award significant notice. This case is a strong reminder that all employers must follow a thorough, fair, and consistent approach before terminating for cause.
💡HRC Tip:
Before proceeding with just cause, slow down and double-check your investigation, documentation, and use of progressive discipline. A quick internal audit, or a brief consult with an HR Advisor or legal expert can save your organization from a costly and avoidable wrongful dismissal ruling.
FEATURED CASE STUDY
Reminder: WHMIS Canada Compliance Deadline: What to Do Before December 2025
Canada’s updated WHMIS regulations take full effect on December 15, 2025, ending the three-year transition period that began with the 2022 amendments. These updates align WHMIS with the latest Globally Harmonized System (GHS) standards and introduce new hazard classes, revised SDS requirements and clearer labelling rules. Suppliers, employers and workers must ensure all classifications, SDS, labels and training reflect the new WHMIS 2022 standard. Now is the time to review your hazardous products, update documentation and complete any outstanding WHMIS training to stay compliant and maintain a safe workplace.
💡HRC Tip:
The previous regulations were called WHMIS 2015. The updated training, already available in our training portal, is WHMIS 2022. Please check in with us via the HUB if you do not already have access to WHMIS 2022.
NEWS FROM AROUND CANADA
Federal Government Proposes Revisions to Recently Enacted Greenwashing Provisions
The federal government has introduced Bill C-15, proposing key revisions to Canada’s recently enacted greenwashing provisions under the Competition Act. The changes aim to reduce uncertainty for businesses making environmental claims.
What’s changing:
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Simplified standard for environmental claims:
Businesses would no longer need to rely on an undefined “internationally recognized methodology” to substantiate environmental claims about their operations. Instead, claims must simply have “adequate and proper substantiation.” -
No more private lawsuits for these claims:
The Bill removes the ability for private parties to file Competition Tribunal applications related to environmental claims about a business or business activity. Only the Commissioner of Competition can pursue these cases.
(Private actions under other misleading advertising provisions remain available.)
What it means for employers and businesses:
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Reduced risk and uncertainty when making environmental or sustainability-related statements.
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Less exposure to costly private litigation.
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No changes to product-related environmental claim rules or other greenwashing provisions.
Air Canada Probes Flight Attendant’s Alleged Political Pin
Air Canada is investigating a complaint after a Toronto passenger reported that a flight attendant wore a pin shaped like Israel but coloured in Palestinian colours, featuring the Al-Aqsa Mosque. The passenger told the media he viewed the pin as a political statement and said it made him feel “harassed” and unsafe.
The airline confirmed it is reviewing the matter and noted that its uniform policy permits only a limited list of non-political pins (such as the poppy). It has not said whether the pin violated policy or what disciplinary action, if any, will follow.
The incident highlights ongoing challenges for employers around political expression and rising tensions linked to antisemitism. Workplace experts note that employers should have clear, up-to-date dress codes, conduct policies, and social media guidelines to address political messaging, protect their brand, and maintain a respectful environment, especially for client-facing roles.
PROVINCIAL NEWS
Ontario
Ontario Plans to Open Up Preferred Provider Networks for Drug Plans
Ontario’s 2025 Fall Statement proposes major changes to preferred provider networks (PPNs) in employer-sponsored drug plans. Currently, some insurers have exclusivity agreements with select pharmacies, limiting where employees can fill prescriptions at lower, plan-covered costs.
The province is proposing an “Any Willing Provider” model that would allow any pharmacy to join a PPN if it can match the network’s financial terms. This would effectively end closed or exclusive PPN arrangements. The plan also includes a standardized and transparent process for patients to request exemptions when needed.
The goal: more patient choice, more competition in the pharmacy sector, and continued cost-effective access to medications. Details are still limited, as draft legislation has not yet been released.
Both the Ontario College of Pharmacists and the Competition Bureau have previously raised concerns about closed PPNs, citing impacts on patient access and competition. If implemented, Ontario would become the second province—with Québec—to regulate PPNs.
Alberta
‘Peterson Law’: Alberta Introduces Bill Limiting Regulators’ Power Over Off-Duty Speech
Alberta has introduced new legislation—Bill 13: The Regulated Professions Neutrality Act, informally dubbed the “Peterson law”—aimed at restricting how far professional regulatory bodies can go in disciplining members for comments made outside of work. The bill is named after Jordan Peterson, who was sanctioned by his regulator in Ontario for public statements.
The proposed law would narrow the circumstances in which regulators can act on off-duty behaviour. Discipline would still be allowed in cases involving threats of violence, criminal offences related to freedom of expression, or misuse of professional status to harm someone. Regulators would also face limits on mandatory training: political, cultural, social or historical content could only be required if directly tied to professional competence or ethics.
Premier Danielle Smith says the move is intended to protect freedom of expression and prevent regulators from punishing members for personal political views.
Britsh Columbia
B.C.’s 27-Week Job-Protected Leave for Serious Illness or Injury is Now in Effect
British Columbia has officially expanded job protections for employees facing serious illness or injury. Under the Employment Standards Act (ESA), workers can now take up to 27 weeks of unpaid, job-protected leave within a 12-month period for medical treatment and recovery.
This brings B.C. in line with other provinces such as Ontario, Manitoba, Quebec, Nova Scotia, and Newfoundland and Labrador, with Saskatchewan expected to follow.
Employer Takeaways
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Update HR policies and employee manuals to reflect the 27-week leave
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Train managers and HR teams on documentation and tracking requirements
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Review disability, attendance, and accommodation programs for ESA and Human Rights compliance
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Plan workforce coverage carefully to protect returning employees
💡HRC Tip:
We have updated our Protected Leaves Policy to reflect these changes. Please send a request via the HUB for the updated policy.
Britsh Columbia
New Rules for Sick Notes in B.C. Take Effect Immediately
New employment standards regulations in British Columbia now limit when employers can ask for a doctor’s note.
Under the new employment standards regulations, employers can no longer request a sick note for an employee’s first two health-related absences of five consecutive days or fewer in a calendar year.
The change follows Bill 11 (April 2025), which amended the Employment Standards Act to clarify when employers can request medical documentation.
Key Highlights for Employers:
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You cannot require a doctor’s note for the first two short-term absences (five days or less) per year.
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You can still request “reasonably sufficient proof” that the absence was due to illness or injury — but this doesn’t mean a doctor’s note. Examples of “reasonably sufficient proof” may include:
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A pharmacy receipt
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A hospital bracelet
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A written confirmation/attestation from the employee
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Employers must give employees a reasonable time frame to provide proof and must respect privacy limitations when seeking information.
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All eligible employees in B.C. are still entitled to five paid sick days and three unpaid days each year.
What This Means for Employers:
If your organization operates in British Columbia, it’s important to:
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Review and update your protected leaves policy to reflect these new rules.
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Adjust your absence reporting procedures to ensure compliance.
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Educate managers and supervisors on what can (and cannot) be requested from employees.
💡HRC Tip:
Confused about when you can ask for a medical note? Our Advisory team is here to help guide you! Just reach out on the HUB via the Chat feature and our team will connect with you.
Manitoba
Manitoba Plans to End Sick Notes for Absences Under One Week
Manitoba is preparing legislation that would eliminate sick notes for short-term absences, permitting employers to request medical documentation only after seven consecutive calendar days away from work. The proposed change would apply to public- and private-sector employers, but not federally regulated workplaces.
The move follows strong advocacy from Doctors Manitoba, which argues sick notes burden an already strained health-care system.
The association estimates Manitoba physicians spend 36,000 hours a year writing approximately 600,000 sick notes, costing taxpayers about $8 million annually—with little medical value. Most short-term illnesses cannot be clinically verified, and symptoms are often resolved by the time patients seek care for a note.
The proposal received support from both labour and employer groups through the labour management review committee. The Winnipeg Chamber of Commerce says employers still have tools to address sick-leave abuse, without forcing employees to visit a doctor for minor illnesses.
If passed, Manitoba would join provinces like Saskatchewan, B.C., Nova Scotia, Ontario, and Quebec, all of which have restricted sick notes for shorter absences.
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.
Federal Minimum Wage: $17.75 per hour, which has been in effect since April 1, 2025.
Manitoba: $16.00 per hour, which has been in effect since 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: $16.95 per hour, which has been in effect since Sep. 1, 2025.
Nova Scotia: $16.50 per hour, which has been in effect since October 1, 2025. Minimum wage will increase to $16.75 as of April 1st, 2026 and a second increase will occur on October 1st, 2026 to $17.00.
Nunavut: $19.75 per hour, which has been in effect since Sep. 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: $16.50 per hour, which has been in effect since October 1, 2025.
Quebec: $16.10 per hour, which has been in effect since May 1, 2025.
Saskatchewan: $15.35 per hour, which has been in effect since October 1, 2025.
Yukon: $17.94 per hour, which has been in effect since April 1, 2025.
Plan Ahead with Confidence:
Holiday List 2026
Updated for the New Year: List of Provincial, Territorial, and Federal Statutory Holidays in 2026
With only a few weeks left in the year, we figured it’s the perfect time to get ahead of the game. Before you start frantically Googling next year’s holidays, here’s your ready-to-use list of 2026 statutory holidays — federal, provincial, and territorial — all in one place.
