NEWS OF THE MONTH
Ontario Introduces Bill 30, Working for Workers Seven Act, 2025: Major Reforms to Workplace Safety, Employment Standards, and Immigration
The Ontario government has tabled the Working for Workers Seven Act, 2025, bringing new employer obligations around workplace safety, job posting transparency, layoffs, skilled trades training, and immigration programs.
Key proposed changes include:
- Workplace safety: Mandatory AEDs on larger construction projects and new monetary penalties under the OHSA
- Recruitment transparency: Platforms must enable reporting of fake job ads
- Mass terminations: New unpaid leave entitlements, extended layoff flexibility, and mandatory info-sharing about government supports
- Labour market mobility: Proposed reforms to the Ontario Immigrant Nominee Program (OINP) to streamline and target skilled talent
- Skills training and apprenticeships: Expanded access to mobile training units, faster build-outs of training centres, and consultations on prioritizing apprentices in public projects
- Job data privacy: Government consultations planned on employers’ access to electronic information and oversight of talent agents
We’ve prepared a comprehensive article outlining what employers should watch for, key takeaways, and how to prepare should the bill become law.
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Federal News
Federal Court Upholds $20,000 Cap on Human Rights Damages
The Federal Court has dismissed a constitutional challenge to the longstanding $20,000 cap on pain and suffering damages under the Canadian Human Rights Act (CHRA), ruling the limit does not violate the Charter of Rights and Freedoms.
The case, brought by the Public Service Alliance of Canada (PSAC) and Parkdale Community Legal Services (PCLS), argued the cap created a two-tier system that undercompensates victims of discrimination compared to those pursuing uncapped damages through common law. The court granted public interest standing to both organizations but concluded they failed to prove a Charter breach under section 15.
The CHRA has imposed monetary limits since 1977, with the current $20,000 cap in place since 1998. An additional $20,000 may be awarded in cases involving willful or reckless conduct.
In rejecting the challenge, the court criticized the plaintiffs’ use of flawed comparator groups and weak statistical evidence, finding their collective approach failed to address the specific harms experienced by different protected groups.
The ruling emphasized the need to view the damages cap within the broader remedial framework of the CHRA, which includes non-monetary remedies such as reinstatement, wage compensation, and systemic change orders.
Though acknowledging public concern over the outdated cap, the court concluded that any change is a matter for Parliament, not the judiciary.
PSAC has been ordered to pay $15,000 in costs to the federal government.
FEATURED CASE STUDY
Featured Case Study: Boyle v. Salesforce – Key Lessons for Employers
In Boyle v. Salesforce.com Canada Corporation (2025 ONSC 2580), the Ontario Superior Court struck down a termination clause for ambiguity and non-compliance with the Employment Standards Act, awarding the employee 8 months’ pay in lieu of notice. The ruling highlights critical risks for employers, including unenforceable “at-will” language, insufficient bonus protections, and mitigation disputes. Key takeaways?
💡HRC Tip:
Draft clear, ESA-compliant contracts and document mitigation efforts. It’s critical to consult with seasoned HR professionals (such as our Advisory team) or employment lawyers—or risk costly legal consequences.
For a full analysis, see our detailed case study.
PROVINCIAL NEWS
Ontario
Reminder: New Long-Term Illness Leave Coming into Force Under the Ontario ESA on June 19, 2025
The Ontario government has announced the introduction of a new Long-Term Illness Leave under the Employment Standards Act, 2000 (ESA), set to come into effect on June 19, 2025. This legislative change will entitle eligible employees to unpaid, job-protected leave in the event of a serious medical condition.
To qualify, an employee must have been continuously employed for at least 13 consecutive weeks with the same employer.
The leave is available if:
- The employee will be unable to perform the duties of their position due to a serious medical condition, and
- A qualified health practitioner provides a certificate confirming the condition and the period the employee will be off work.
Employees can take up to 27 weeks of leave within a 52-week period.
Under the new rules, employers will be required to retain specified records relating to the employee’s leave for three years after the leave ends. These documentation requirements are intended to ensure transparency and compliance with the new entitlement.
💡HRC Tip:
We’ve updated our Protected Leaves Policy for Ontario; if you would like the updated version, just let us know!
Ontario
Reminder: New Employer Obligations for Providing Job Information Take Effect July 1, 2025
Starting July 1, 2025, new rules under the Employment Standards Act, 2000 (ESA) will require certain employers to provide clear, written job information to new hires before their first day of work, or as soon as reasonably possible thereafter.
The regulation is designed to increase transparency and ensure employees are aware of key job details up front.
The written information must include:
- The legal name of the employer, and any operating or business name if different
- Employer contact information, including address, phone number, and one or more contact names
- A general description of the initial work location
- The employee’s starting wage (hourly, salary, or commission)
- The pay period and pay day
- A general description of the employee’s initial expected hours of work
These requirements will apply only to employers with 25 or more employees on the new hire’s first day of work and will not apply to assignment employees (e.g., those placed through a temporary help agency).
Employers are encouraged to review and update their onboarding processes to meet these new obligations ahead of the July 1, 2025 deadline.
💡HRC Tip:
If you are an Ontario employer with more than 25 employees (full time, part time, managers, etc.), we are happy to provide you with an updated Hiring Policy which includes this requirement.
Ontario
Ontario Moves to Fast-Track Worker Training Centres Amid Tariff Uncertainty
Ontario is removing regulatory hurdles to speed up the construction of worker training centres in response to potential job disruptions from U.S. tariffs.
The proposed changes will exempt Skills Development Fund Capital Stream projects from certain land use permits while maintaining key safety standards. The government is investing $2.5 billion into the fund.
“We’re helping workers get the training they need to stay employed,” said Labour Minister David Piccini.
Additional measures include fraud reporting tools on job platforms, faster implementation of safety systems on construction sites, and a new online portal for the Ontario Immigrant Nominee Program.
Industry leaders welcomed the move, saying it will get “shovels in the ground faster” and support on-time, on-budget projects.
Applications for the Capital Stream are open, supporting both new and upgraded training facilities. The changes are part of Ontario’s broader Working for Workers legislative package.
Ontario
Case Study: When Termination Clauses Stand Up in Court: Lessons from Bertsch v. Datastealth
In Bertsch v. Datastealth Inc. (2025 ONCA 379), the Ontario Court of Appeal upheld an enforceable termination clause that limited a former executive to statutory minimums, barring his common law wrongful dismissal claim. The decision provides a clear roadmap for employers: termination clauses that explicitly guarantee ESA minimums “with or without cause” – and include a robust “failsafe” provision – can effectively exclude costly common law notice periods. This ruling reinforces best practices for drafting bulletproof employment contracts while warning against ambiguous language that courts may strike down.
For a full analysis, see our case study.
Alberta
Case Study: Yee v. WestJet – Wrongful Dismissal & Religious Accommodation in the Workplace
In an era of evolving workplace dynamics, the recent Yee v WestJet decision from the Alberta Court of Justice offers crucial insights into wrongful dismissal and employer obligations. This case highlights how WestJet’s termination of an 11-year employee, Duong Yee, for non-compliance with its COVID-19 Vaccination Policy was deemed wrongful, despite the policy’s general reasonableness.
The Court found WestJet failed to adequately consider Ms. Yee’s sincerely held religious exemption request and that dismissal was disproportionate, especially given her ability to work remotely. Dive into our detailed case study to understand the nuances of jurisdiction, just cause, and the delicate balance employers must strike when implementing policies that impact protected human rights.
Alberta
Alberta Freezes Industrial Carbon Tax Amid U.S. Tariff Threats
Alberta has placed an indefinite freeze on its industrial carbon tax, keeping the rate at $95 per tonne for large emitters. The levy was set to rise to $110 in 2026 and reach $170 by 2030 under the TIER program to align with federal standards.
Premier Danielle Smith cited economic pressures and U.S. tariff threats as key reasons for the pause, warning further increases would hurt business competitiveness. “We’re committed to reducing emissions through technology—not high taxes,” she said.
Environment Minister Rebecca Schulz said Alberta remains in compliance with the current federal benchmark and hopes to renegotiate before the next scheduled increase.
The freeze drew criticism from the Alberta NDP, who say it undermines emission targets and investment certainty. The TIER system, which funds clean tech initiatives, is up for review by the end of 2026.
Alberta
Alberta’s Budget 2025 set to increase employment service support
Alberta’s 2025 budget includes $185 million—an $89 million increase—to expand employment services across the province. The investment is expected to help over 820,000 Albertans find work.
Alberta Career and Employment Information Services (CEIS) will continue offering in-person and virtual career counselling, job placement, and training programs. The province currently supports over 250 employment service providers.
The budget also doubles funding for on-the-job training, including more than $20 million for simulated worksites. These hands-on training programs, operating in five cities, will be expanded to more locations to boost job readiness and support local employers.
Britsh Columbia
B.C. Minimum Wage Increases to $17.85 as Annual Adjustments Take Effect
British Columbia’s lowest-paid workers are now earning more, following a 2.6% minimum wage increase that took effect on June 1, 2025. The general minimum wage has risen from $17.40 to $17.85 per hour, in line with the province’s inflation-based adjustment model introduced last year.
The annual increase stems from amendments made to the Employment Standards Act in spring 2024, which mandated automatic, inflation-tied wage increases each June.
The 2.6% wage hike also applies to:
- Residential caretakers
- Live-in home-support workers
- Camp leaders
- App-based ride-hailing and delivery service workers
Minimum piece rates for 15 hand-harvested agricultural crops will follow suit, increasing by the same percentage on December 31, 2025, to avoid disrupting producers during the harvest season.
💡HRC Tip:
If you’re a BC employer and are displaying the “Working in BC” poster as is required, it’s important to ensure that you have the latest version posted. Please let us know if you need it!
Britsh Columbia
B.C. woman guilty of $743K employer fraud gets house arrest
Norma Bird, former executive director of the First Nations Employment Society, has been sentenced to two years of house arrest after pleading guilty to defrauding her employer of over $743,000.
Bird admitted to misusing the organization’s credit card between 2010 and 2015. In addition to house arrest, she must pay full restitution, complete 50 hours of community service, and undergo counselling. She is also prohibited from handling money or assets in any job or volunteer role without disclosing the court order.
The society managed training and employment services for 10 First Nations in the Vancouver-Sunshine Coast region.
Manitoba
Manitoba Bill Pushes for More Interprovincial Trade
Manitoba has introduced Bill 47 to boost trade across Canada by removing internal barriers. The legislation sets up “mutual recognition rules” so products and services from provinces that do the same won’t face extra certification or red tape.
Trade Minister Jamie Moses says the bill will strengthen Canada’s internal economy and support local businesses. June 1 will also be renamed “Buy Manitoba, Buy Canadian Day” to promote domestic goods.
The move follows Manitoba’s recent trade deal with Ontario to improve labour and goods movement between the provinces.
Manitoba
When “You’re Fired!” Isn’t the Final Word: A Case of Coffee, Conflict, and Consequences (Case Study)
A heated workplace incident ended with hot coffee being thrown and an employee walking out—claiming he was fired. But when the Manitoba Labour Board reviewed the facts, they saw things differently. In this month’s featured case study, we break down what really happened, why the employee’s claim for termination pay was denied, and what every employer can learn from the decision.
Saskatchewan
Saskatchewan Passes Changes to Employment Act
Saskatchewan has passed amendments to The Saskatchewan Employment Act, introducing expanded leave entitlements and greater protections for workers. Highlights include:
- Maternity Leave: Now covers pregnancy loss up to 20 weeks before the due date.
- Bereavement Leave: Can be used up to six months after a death and applies to pregnancy loss and “like-family” relationships.
- Interpersonal Violence Leave: A new 16-week unpaid leave supplements the existing 10-day entitlement.
- Sick Leave: Extended from 12 to 27 weeks to align with EI benefits. Employers can only request a doctor’s note after five consecutive sick days or multiple shorter absences.
Additional changes include protections for tipped workers, stricter group termination notification rules, and expanded modified work arrangements for part-time staff. Retail workers are no longer guaranteed two consecutive days off per week.
While most of these changes will come into force on proclamation later in the 2025–26 fiscal year (exact dates to be announced), Saskatchewan employers must act now to review, assess, and update their internal policies, HR training materials, and documentation.
💡HRC Tip:
We’ve recently updated our Saskatchewan Protected Leaves Policy to reflect some of these changes; please contact us for the updated version!
Newfoundland and Labrador
Wage Support Program for NL Small Businesses Back for 2025
The Newfoundland and Labrador Wage Support Program is now accepting applications for 2025. Announced on May 21 by the Board of Trade and the provincial government, the program offers financial aid to small and medium-sized businesses facing increased operational costs, including the recent minimum wage hike.
Funded through the Canada-NL Labour Market Development Agreement, over $2.5 million will be distributed to around 600 eligible businesses across the province. Businesses with fewer than 100 employees that had at least one employee earning minimum wage between April 1, 2024, and March 31, 2025, can receive a one-time payment ranging from $2,500 to $7,500.
Applications and eligibility details are available at NLWageSupport.ca.
Nova Scotia
Nova Scotia to Lift Licensing Moratoriums on Seafood Buyers and Processors
Nova Scotia is ending two moratoriums on seafood buyer and processor licensing to diversify fish products and markets. Fisheries Minister Kent Smith announced that:
- The 2019 moratorium on new buyer and processor licences and the 1994 moratorium on groundfish processing licences will be lifted.
- Applications for most species (except lobster and snow crab) open August 1, 2025.
- Applications for lobster and snow crab licences open January 2, 2026.
The move aims to:
- Boost innovation, economic growth, and diversification in the province’s top export industry.
- Help existing licence holders expand and open the sector to new entrepreneurs.
Strict conditions will remain, including a requirement for comprehensive business plans, registration in Nova Scotia, and increased enforcement and data collection.
Seafood supports ~20,000 jobs and generated $2.4 billion in exports in 2024. The licensing changes follow a seven-year review and consultation with industry stakeholders, including Mi’kmaq leaders.
Industry representatives welcomed the decision as a balanced approach to growth and accountability.
Minimum Wage in Canada by
Province/Territory (2024)
erta: $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.
Quebec: $16.10 per hour, which has been in effect since May 1, 2025.
Saskatchewan: $15.00 per hour, which has been in effect since October 1, 2024.
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.
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Thank You for Your Kind Words
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