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ARTICLE · 01 OCTOBER 2026

Bill C-39: What Every Federal Employer Needs To Know

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Bill C-39 proposes sweeping reforms to Canada's federal labour framework, introducing earlier collective bargaining timelines, wage freezes, enhanced wage recovery mechanisms with director liability, and new contractor succession rights. How will these changes reshape the landscape for federally regulated employers and their directors?

CanadaEmployment and HR
Kyle Lambert
Kyle Lambert
Patrick Groom
Patrick Groom
Paul Boshyk
Paul Boshyk
Emma Butson
Emma Butson
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As Canada reshapes its trade framework and proceeds with numerous measures to enhance industries across the country, the federal government has tabled An Act respecting certain measures to strengthen the economy or, Bill C-39, which proposes significant reforms to federal labour and employment law.1

Divided into three parts, Part 3 of the Bill, Canada Strong For All, introduces the brunt of these amendments to the Canada Labour Code (“CLC“) and the Wage Earner Protection Program Act (WEPPA). Below are some of the key changes proposed that will affect collective bargaining processes, wage recovery enforcement, and paid medical leave and thereby federally regulated employers.

Changes to CLC, Part I – Industrial Relations

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