Manitoba’s Free Menstrual Product Requirement Takes Effect September 1
Effective September 1, 2026, amendments to the Workplace Safety and Health Regulation require Manitoba employers to provide menstrual products at no cost to workers. Employers must make at least one type of pad and one type of tampon available in washrooms or another accessible private location, place covered disposal containers near toilets, and replenish supplies as often as needed. The requirement applies even if an employer believes no current worker needs the products.
B.C. Employer Ordered to Pay More Than $60,000 After Ending Employment During an Accommodation Process
This new HR Covered case study examines Sharma v. Best Buy Canada (No. 2), 2026 BCHRT 173. The Tribunal found that a retailer did not adequately explore reassignment, transfer, demotion, or other reasonable options before terminating an employee with medically supported restrictions during a restructuring. The decision shows why a legitimate operational change does not end the duty to accommodate.
Can You Trade Overtime for Goods or Time Off? A B.C. Decision Says Be Careful
This newly created HR Covered blog examines Cranbrook Interior Woodwork Ltd. v. Kempf, 2026 BCCRT 1221, where an employer could not use an informal straight-time overtime arrangement to reduce the premium owed. The article explains why verbal “swaps” of overtime for goods, perks, or time off can create wage liability.
Low-Wage TFW Workforce Cap Now Applies by Small Work Location
Employment and Social Development Canada updated the low-wage Temporary Foreign Worker Program cap rules on August 18, 2026. Employers with fewer than 10 employees at an individual work location now calculate the cap using a workforce size of 10 at that location. This may permit one low-wage temporary foreign worker under the 10% cap, or two under the 20% cap for eligible sectors, at each qualifying small work location.
Bill C-36 Watch: Proposed Federal Privacy Reform Employers Should Monitor
Bill C-36 remains proposed and is not in force. If passed, it would enact the Protecting Privacy and Consumer Data Act and amend the Personal Information Protection and Electronic Documents Act. Employers should monitor its potential impact on employee data, AI-assisted decisions, privacy notices, vendors, and cross-border personal-information transfers.
All general rates are current as of September 1, 2026. Confirmed upcoming changes are noted where published by the Government of Canada.
| Province / Territory | Current Rate | Upcoming Change |
|---|---|---|
| Federal | $18.15/hr | Pay the higher rate when the provincial/territorial rate is higher. |
| Alberta | $15.00/hr | — |
| British Columbia | $18.25/hr | — |
| Manitoba | $16.00/hr | ↑ $16.40/hr on Oct. 1, 2026 |
| New Brunswick | $15.90/hr | — |
| Newfoundland & Labrador | $16.35/hr | — |
| Northwest Territories | $17.20/hr | Effective Sept. 1, 2026 |
| Nova Scotia | $16.75/hr | ↑ $17.00/hr on Oct. 1, 2026 |
| Nunavut | $20.17/hr | Effective Sept. 1, 2026 |
| Ontario | $17.60/hr | ↑ $17.95/hr on Oct. 1, 2026 |
| Prince Edward Island | $17.00/hr | ↑ $17.30/hr on Oct. 1, 2026 |
| Québec | $16.60/hr | — |
| Saskatchewan | $15.35/hr | — |
| Yukon | $18.51/hr | — |
Supporting Employees with Children During Back to School
With back to school (and Labour Day) right around the corner, this HR Covered article offers a timely guide for employers managing schedule changes, care needs, and short-notice absences. It explains the importance of considering family-status accommodation, reviewing available leave options, planning ahead through cross-training, and using flexible scheduling where workable.
