Ontario's General Minimum Hourly Wage Rate Will Increase To $15.50

Keeping up with employment law in Canada used to be a marathon. Now, it's a sprint. For employers in Québec, Ontario, and British Columbia, a significant volume of new legislation...

WorkSafeBC is proposing significant amendments to British Columbia's Occupational Health and Safety Regulation that would fundamentally reshape how employers address workplace harassment, violence, and psychological health. The proposed changes introduce expanded definitions, new prevention program requirements, and obligations to identify and control psychosocial hazards. These amendments could require most B.C. employers to substantially revise their existing workplace policies and procedures.

Since the end of the First World War, Canadians have recognized November 11 as Remembrance Day, a day to honour members of our armed forces who have died in the line of duty.

Canada's gig economy continues to grow steadily, with nearly half a million Canadians now engaged in this type of work. Many businesses rely on this form of highly flexible labour...

The Canadian province of British Columbia has introduced measures that prohibit employers from asking job applicants for pay history information.

On March 1, 2018, An Act to amend the Holidays Act (Remembrance Day) received royal assent and became law.

Starting November 1, 2026, BC's pay transparency reporting obligation expands to cover employers with 50 or more employees, significantly broadening the scope of the Pay Transparency Act and Pay Transparency Regulation (the "Act").

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.

On April 20, 2026, the Ontario government introduced Bill 105, known as the Protecting Ontario's Workers and Economic Resilience Act, 2026 (the "POWER Act"), for first reading.

Ontario employers continue to face a rapidly evolving employment law landscape. Recent appellate decisions have provided much needed guidance on termination clauses and equity compensation, while proposed federal legislation signals a significant shift in the treatment of non-compete agreements. Below is a summary of several notable developments from 2026 so far.

Municipal elections across Ontario are scheduled to take place on October 24, 2022. Employers are obligated to provide their employees with sufficient time off work to vote.

On March 9, 2023, British Columbia's Bill 2, the National Day for Truth and Reconciliation Act, received Royal Assent. As a result, the National Day for Truth and Reconciliation...

On May 16, 2025, the Ontario Court of Appeal in Bertsch v Datastealth Inc., 2025 ONCA 379 (CanLII) upheld a termination clause limiting employees' termination entitlements to the minimum amounts...

As we previously wrote about here, on May 13, 2024, the Ontario government introduced Bill 194, the Strengthening Cyber Security and Building Trust in the Public Sector Act...

The recent decision of Timmins v. Artisan Cells ("Timmins") is in line with existing case law, and represents a sobering reminder of the significant potential liability for employers...

The Ontario Ministry of Labour has published a new version of its employment standards poster. The newest version of the poster, Version 9.0, is available for download in multiple languages here.

The temporary policy allowing international students to work more than 20 hours per week off campus has expired effective April 30, 2024.

Hon. Marc Miller, the Minister of Immigration, Refugees and Citizenship Canada, (the "Minister") recently announced upcoming changes to the International Student Work Program...

In Ontario, managerial/supervisory employees, among others, are exempt from the overtime provisions of the Employment Standards Act, 2000 ("ESA").

Toronto Public Health and Peel Public Health announced today that they will issue orders under Section 22