Articles

The nature of work is undergoing continued transformation, prompting organizations to reassess how they structure roles, manage compliance, and support their workforce. A 2026-focused discussion will examine emerging workplace trends, offering insight into legal considerations, organizational strategy, and practical responses to change in a shifting employment landscape.

Shifts in labour markets are expected to continue into 2026 as employers respond to regulatory change, evolving workforce expectations, and ongoing talent pressures. Legal and policy observers highlight adjustments in employment frameworks, greater scrutiny of workplace practices, and changing approaches to recruitment and retention as key developments influencing how organizations operate and manage people.

Several legislative and policy updates are expected to take effect in British Columbia, with implications for both workers and employers. These changes may influence areas such as employment standards, workplace protections, and regulatory responsibilities, reflecting broader adjustments to labour policy and enforcement across the province.

 When your job ends or your earnings stop, your employer must issue a Record of Employment (ROE). This key document explains why your employment ended and whether you’re eligible for Employment Insurance (EI) benefits. 

 The most important part? The ROE Code. Each code tells Service Canada the reason for your job interruption — and can directly impact whether you receive EI or severance pay. 

 The past year has brought significant changes to employment laws across Canada, with major legislative updates in Ontario, Alberta, British Columbia, Quebec, and at the federal level. With more changes set to come into force, employers should remain proactive in their compliance efforts and strategic policy adjustments. 

  In 2024, Canada saw significant legislative and case law developments in labour and employment law. This Insight provides an overview of notable developments and links to our more detailed articles and commentary. 

 “Coffee badging” is a modern workplace trend in Canada where employees show up at the office briefly for a coffee before returning home to continue their work.

As hybrid workers are now required to attend the office, many are arriving for a few hours to swipe their entry cards, make an appearance for their supervisors, and then return home.

Employment and Social Development Canada (ESDC) reports that the number of people approved to work as temporary foreign workers (TFWs) in Canada has doubled compared to five years ago.

According to publicly available ESDC data, in 2023, employers were cleared to hire just less than 240,000 (239,646) TFWs. 

Among those having the greatest impact and offering the greatest opportunity for employers are Ontario’s Working for Workers Four Act, B.C.’s Workers Compensation Amendment Act, and the new Canada Revenue Agency administrative policy, according to Aleksandra Pressey, lawyer and workplace investigator at Williams HR Law. 

It’s that time again – when we look back and take stock of the year that was, and what lies ahead. In this update we recap a few developments or trends in Canadian employment legislation that emerged in 2023, and that we anticipate will develop further in 2024. 

As 2023 winds down and the new year approaches, below are some of the key employment law changes recently made in Ontario, as well as some potential developments that may be enacted in 2024.

Canada is one of the largest countries in the world, but its population is relatively small. That means there’s a lot of remote areas, particularly in the North.