NEWS OF THE MONTH
New Workplace Harassment Regulations Now in Effect in Nova Scotia
As of September 1, all provincially regulated workplaces in Nova Scotia must follow new workplace harassment regulations under the Stronger Workplaces for Nova Scotia Act.
That means every employer is now required to:
- Have a written harassment prevention policy (covering expectations, how to report, and how complaints will be handled)
- Train staff on the policy and review it at least every three years
- Commit to confidentiality and non-retaliation for anyone who raises concerns
The rules cover both physical and psychological harassment, including bullying, intimidation, threats, and other unwanted behaviours that cause harm.
The changes come after reviews and consultations highlighted the growing impact of workplace harassment. In fact, the Workers’ Compensation Board of Nova Scotia reported 194 cases of psychological workplace injuries in 2024, up from 150 three years earlier.
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Federal News
Canada Blocks Netflix at Work After Federal Employees Stream Thousands of Hours
The federal government is increasing pay and retention incentives for Canadian Armed Forces (CAF) members. Entry-level privates in the regular force will see a 20% pay increase, rising from $43,368 to $52,044 annually, while reservists get a 13% boost. Pay raises for higher ranks are also included, retroactive to April 1.
New lump-sum, pensionable compensation based on years of service will be introduced, along with expanded military allowances. Recruitment and retention bonuses of up to $50,000 will be offered for “stressed occupations,” paid in stages as members complete training and contracts.
Relocation allowances are also increasing, with members receiving $13,500 for the first three moves, $20,050 for moves four through six, and $27,000 for subsequent moves. These measures aim to strengthen recruitment, retention, and operational readiness across the CAF.
CRA Extends Contracts for 850 Call Centre Workers Amid Staffing Concerns
The Canada Revenue Agency (CRA) has extended contracts for roughly 850 call centre employees, whose agreements were set to expire in September. The move comes as the union representing CRA workers raises concerns over staffing levels, noting that about 3,300 call centre positions were ain the past year, leading to long wait times and dropped calls.
CRA spokesperson Etienne Biram said the agency’s budget constraints have required a review of workforce size, while the union is pushing for the government to halt cuts, preserve jobs, and rehire to maintain service levels.
FEATURED BLOG
Back to School: Supporting Employees with Children
The back-to-school season can be a juggling act for working parents and for small business owners too. Last-minute absences, new routines, and school schedules can create unexpected challenges at work. Our latest article shares practical tips to support employees with children while keeping your business running smoothly. Learn how flexible scheduling, leave planning, and a family-friendly culture can help your team thrive this season.
💡HRC Tip:
Are you unsure how to navigate employee requests for accommodation under the human rights protected ground of family status? Our advisors are here to help guide you through this process. Reach out to us from the HR Hub and we will assist you with your questions.
PROVINCIAL NEWS
Ontario
Ontario Unemployment Hits 7.8%, Manufacturing and Windsor Hardest-Hit
Ontario’s unemployment rate climbed to 7.8% in Q2 2025, the highest since 2012 outside the pandemic period, as the province shed 38,000 jobs. The biggest losses were in manufacturing (down 29,400), business and support services (down 14,900), and information, culture and recreation (down 12,900). Windsor, Kingston, and Guelph saw the steepest declines, with Windsor’s unemployment reaching 11.2%.
Despite job losses, average hourly wages rose 4.3% to $37.31. Nationally, Employment Insurance claims also increased, with Ontario and Quebec accounting for 84% of the monthly rise. The hardest-hit EI recipients were workers previously employed in sales, service, manufacturing, and utilities.
Ontario
Case Study: Tyesha Heron v Amazon Canada: Navigating Work Refusals and Reprisal Claims
In Heron v. Amazon Canada Fulfillment Services (2025), the Ontario Labour Relations Board dismissed a claim that an employee’s termination was a reprisal for exercising her rights under the Occupational Health and Safety Act. Although Ms. Heron had refused to work at a hot work station, the Board found her termination was based solely on repeated security and behavioural policy violations, unrelated to her health and safety complaint. The case underscores the importance for employers of documenting progressive discipline and ensuring that termination decisions are grounded in legitimate policy breaches—not the exercise of statutory rights.
Ontario
Ontario Chamber of Commerce Granted Intervener Status in Termination Clause Appeal
The Ontario Court of Appeal has granted the Ontario Chamber of Commerce (OCC) permission to intervene in Baker v. Van Dolder’s Home Team Inc., a wrongful dismissal case challenging unenforceable termination clauses. The court found the appeal raises important employment law and public policy issues for Ontario employers and employees.
The case involves an employment contract with “without cause” and “with cause” termination clauses struck down for violating the Employment Standards Act, 2000 (ESA). While the Canadian Association of Counsel to Employers (CACE) sought to intervene, only the OCC was granted leave, as allowing both could create overlapping arguments and imbalance.
The OCC can now file a 15-page factum and make 10 minutes of oral argument. The case could influence how termination clauses are drafted and interpreted under Ontario law.
Alberta
Case Study: Time Theft in Action – Lessons for Employers from Martin-Brower of Canada Co. v Teamsters, Local 362 (2025)
A recent arbitration decision in Martin-Brower of Canada Co. v Teamsters, Local 362 (2025) reinforces a critical lesson for employers: time theft is serious misconduct, even for first offenses.
Background: A driver claimed hours he hadn’t worked. The employer used GPS data, manifests, and video evidence to confirm the discrepancy and terminated him for cause. The arbitrator upheld the dismissal, noting deliberate misrepresentation undermines trust and accountability.
Key Takeaways for Employers:
- Communicate timekeeping expectations clearly—employees must certify the accuracy of their hours.
- Document and verify —claims using technology and multiple sources.
- Act proportionately—serious dishonesty may justify immediate termination.
- Trust is essential— employees in independent roles must be accountable.
This case is a strong reminder that accurate time reporting is not just policy—it’s the foundation of workplace trust and compliance.
💡HRC Tip:
How strong are your documentation practices? In this case study, the employer’s strong documentation creation and retention practices were critical in the outcome of the case. Check out our HR Hub if you are missing any needed documents!
Alberta
Alberta Allows Nurses to Get Faster Benefit Coverage for On-the-Job PTSD
The Alberta government has reinstated presumptive Workers’ Compensation Board (WCB) coverage for registered nurses (RNs) and registered psychiatric nurses suffering from job-related PTSD. This means when these nurses file for PTSD benefits, it will be presumed the condition is work-related—streamlining access to support and avoiding lengthy proof requirements.
The move fulfills a key contract bargaining promise made to the United Nurses of Alberta and reverses a 2021 policy that limited presumptive PTSD coverage to first responders only.
While the change brings relief to many front-line nurses facing abuse, moral distress, and chronic short-staffing, it does not yet include licensed practical nurses.
Alberta
Alberta Human Rights Tribunal Dismisses Employment Discrimination Complaint
The Alberta Human Rights Tribunal has upheld the dismissal of a complaint by Mark Patenaude, who alleged discrimination by Alberta Environment and Protected Areas on the grounds of mental and physical disability. The Tribunal found that Patenaude had no reasonable prospect of success, noting that payroll errors, delays in accessing disabled parking, and difficulties obtaining an employee ID did not result in adverse employment consequences linked to his disabilities.
The Tribunal also determined that the matter should have been addressed through the collective agreement’s grievance arbitration process, which provides a full process for resolving discrimination claims. Patenaude remains employed with the employer, and the complaint has been officially dismissed.
Britsh Columbia
BC Nurse Suspended Over Discriminatory Comments on Transgender Individuals
In our previous newsletter, we covered the case of Amy Hamm, a British Columbia nurse sanctioned by the B.C. College of Nurses and Midwives (BCCNM) for discriminatory comments about transgender individuals.
Since then, the College has imposed a one-month suspension and ordered Hamm to pay $94,000 in costs. The regulator found her online statements and involvement in a public billboard campaign to be disrespectful, harmful, and underminied public trust in the healthcare system.
While she argued her intent was to advocate for women’s rights, the regulator ruled that ethical obligations require nurses to refrain from public statements that denigrate marginalized groups.
Hamm has appealed the decision at the BC Supreme Court and will not serve her suspension until the appeal is resolved. She has also filed a Human Rights complaint against the College and her former employer.
Manitoba
Case Study: When Fixed-Term Doesn’t Mean Full Pay – Hebert v. Colin’s Mechanical (2025)
A recent Manitoba case, Hebert v. Colin’s Mechanical, highlights the importance of carefully drafted termination clauses in fixed-term employment contracts. Gerald Hebert’s four-year contract was terminated 15 months early, and he sought full wages for the remaining term. The court dismissed his claim, confirming that a clear “without cause” clause tied to statutory notice limits employer liability. This case underscores why employers must ensure contracts explicitly define termination rights, cause, and statutory obligations to protect against costly disputes.
💡HRC Tip:
Do you have a copy of our 2025 fixed term employment agreement template? If yours are from 2024 or earlier, we strongly recommend using an updated template. Simply contact us through the HRC Hub and we can ensure that you are provided with the up-to-date version.
Saskatchewan
Provincial, Federal Governments Fund 540 Child-Care Spaces at Sask. Post-Secondary Schools
Saskatchewan is adding 540 new child-care spaces across post-secondary campuses, with 450 at Saskatchewan Polytechnic (Regina, Prince Albert, Moose Jaw, and Saskatoon) and 90 at Northlands College in La Ronge. The initiative, funded jointly by the provincial and federal governments, will invest $10.8 million to provide on-campus child care for students and staff, and serve as training sites for early childhood education students.
Thirty per cent of the spaces will prioritize families facing barriers, including children with disabilities. This project is part of Saskatchewan’s broader goal, in partnership with the federal government, to lower child-care costs to $10 a day by 2026 and expand licensed spaces for children under six.
Newfoundland
Kingston Wildfire: Financial Support for Evacuees & Businesses
The Newfoundland and Labrador government is expanding financial assistance for those impacted by the Kingston wildfire in Conception Bay North:
For Evacuees:
- Additional $500 for households evacuated over 14 days.
- Temporary housing support: $1,000/month for staying with friends/family, up to $1,500/month for rental accommodations.
Business Support:
- One-time Evacuation Business Stipend:
- $1,500 for businesses with 2–9 employees
- $2,500 for businesses with 10–99 employees
- Wage Subsidies: Eligible employers can receive up to 42 weeks of wage subsidy (up from 28 weeks).
- Multiple impacted individuals can be hired simultaneously
- Vacant positions can be filled with affected employees
- Resources: Meeting spaces available at Employment Centres for affected businesses.
- Employment Response Team: Located at the Carbonear Employment Centre, supporting workers and job matching.
Employee Support:
- Work Supports Program: Funding increased to $2,000 per person to cover tools, equipment, attire, and other costs; now available to self-employed individuals restarting operations.
- Job Creation Partnerships Program: Reopening for projects in wildfire-impacted areas, focusing on community remediation, forestry, and silviculture.
For more details, businesses and employees can contact employmentprograms@gov.nl.ca or call 1-800-563-6600.
New Brunswick
Provincial, Federal Governments Fund 540 Child-Care Spaces at Sask. Post-Secondary Schools
Starting September 16, early childhood educators in New Brunswick daycares with more than three years of experience will see their hourly wage rise by $1 per hour.
- Entry-level educators will move from $16.83 to $20.08 per hour after three years.
- Level-one educators with more training will see pay rise from $23.29 to $27.33 per hour.
This new pay level aims to retain experienced educators in daycares, recognizing the value of their work and addressing the gap between daycare wages and school teaching assistant salaries, which can reach up to $32.45 per hour.
Education Minister Claire Johnson noted the increase is a targeted investment from the province’s general funds, intended to support educators while respecting sector differences.
Daycare directors emphasize the step is helpful but not sufficient, advocating for broader pay increases across all experience levels to attract and retain staff.
Minimum Wage in Canada by
Province/Territory (2024)
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: $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: $16.95 per hour, which has been in effect since Sep. 1, 2025.
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: $19.75 per hour, which has been in effect since Sep. 1, 2025.
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. Minimum wage will increase to $16.50 per hour by October 1, 2025.
Quebec: $16.10 per hour, which has been in effect since May 1, 2025.
Saskatchewan: $15 per hour, which has been in effect since October 1, 2024. Minimum wage will increase to $15.35 per hour by October 1, 2025.
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.
