Newsletter – October 2026

WSIB implemented a new and revised policy suite for workers whose work-related injuries affect independent living. It introduces a serious-injury-or-illness threshold, separates certain flat-rate allowances and creates quality-of-life benefits for severe impairments. Existing recipients generally keep the former annual allowance unless a material-change review applies.

Ontario expanded eligibility for the Protect Ontario Financing Program and Ontario Together Trade Fund as additional export categories became affected by U.S. trade action. The programs offer different forms of working-capital and investment support for eligible businesses facing tariff-related pressure.

Part 31 firefighting amendments under the Occupational Health and Safety Regulation take effect October 1. A society fire brigade engaging paid or volunteer firefighters will be treated as a fire department and employer for OHS purposes. The clarified rules also cover defined fire personnel doing related training, maintenance or inspection work; forest firefighting remains excluded.

Alberta opened a competitive September 9–October 30 call for industry-led projects that address skills shortages and workforce gaps. Eligible projects under the Alberta Industry Skills Grant (AISG) Program may receive $300,000 to $1.5 million, may run up to 24 months and require at least a 30% financial contribution in cash and/or in kind.

Saskatchewan’s minimum wage rises from $15.35 to $15.70 per hour on October 1. Most employees must receive at least the minimum wage for every hour or part-hour they are required or permitted to work, or are at the employer’s disposal, under The Saskatchewan Employment Act.

Substantial portions of The Technical Safety Act and the Technical Safety Regulation, M.R. 74/2025 took effect September 1. The first phase regulates elevating devices and amusement rides through permitting, licensing, code compliance, inspection, enforcement, administrative penalties, and technical-safety risk reporting.

Manitoba’s general hourly minimum wage increases from $16.00 to $16.40 on October 1. The province says the $0.40 adjustment reflects 2025 inflation, rounded up to the nearest five cents, under The Employment Standards Code.

New Brunswick announced enhanced WorkingNB support for tariff-affected employers. The Labour Force Training Program has more flexibility, eligible costs, and funding capacity, while the Employee Retention Support Fund provides wage support linked to an employer recovery plan. The province also says it will restrict procurement of U.S. goods or services for provincial contracts estimated above $5 million from October 1.

An Act to Amend Chapter 246 of the Revised Statutes, 1989, the Labour Standards Code received Royal Assent on September 18. Effective April 1, 2027, the changes lower the weekly overtime trigger from 48 to 44 hours, cover overtime an employer permits as well as requires, and introduce new tip and pooling protections.

PEI’s general minimum wage rises from $17.00 to $17.30 per hour on October 1. The Minimum Wage Order (Board and Lodging) also schedules a further increase to $17.60 on April 1, 2027.

Effective October 20, federally regulated employers generally cannot pay different wage rates solely because employees are full-time, part-time, permanent, or temporary when the statutory comparator test is met. The new rules under the Canada Labour Code include a 90-day written response to an employee review request; temporary-help-agency fees, anti-restriction, and pay-parity rules also apply.

Bill C-39, the Building Canada Strong Act, received first reading September 21 and was at second reading as of September 22. It is not law. It proposes changes to bargaining timelines and processes, paid medical leave treatment, airport and air-transport successor rights, and the Wage Earner Protection Act.