Coverage connected to Federal, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
39 verified publications. Showing the 36 most recent.
The Federal Court of Appeal upheld a labour board finding that discipline imposed after a worker refused unsafe work amounted to a prohibited reprisal under the Canada Labour Code. An employee could report the concern orally without attending an employer meeting or signing a form, and discipline for wilfully abusing refusal rights under section 147.1 couldn't be imposed before the statutory investigation and appeal process ended.
Eligible Red Seal tradespeople certified on or after April 1, 2025 can apply for a $5,000 federal completion bonus starting November 16, 2026.
Starting October 20, 2026, federally regulated employers face new rules against lower wages based only on employment status where statutory comparability criteria are met.
The $18.15 figure is Canada's federal minimum hourly wage as of April 1, 2026, not a universal rate for every Canadian workplace. Its reach depends on employment jurisdiction.
A 6 year cumulative service requirement now applies to many new federal retirees seeking pensioner dental coverage. Existing plan members and people who retired before April 1, 2026 have important protections.
A federal researcher described years of management conflict, but his reprisal claim failed because he never filed the grievance that would have been the relevant protected statutory act. The Board dismissed the complaint without deciding whether his workplace allegations were true.
A flight attendant challenged harassment investigation reports and a seven day suspension in Federal Court. The judge found the reports weren't decisions of a federal tribunal and said the separate disciplinary grievance hadn't run its course.
Service Canada guidance dated October 6, 2026 extends the waived EI waiting period and the exclusion of separation pay to October 9, 2027. Tariff related flexibilities in the federal reduced hours program run to March 31, 2028.
The Federal Court of Appeal found that limits on regular job loss EI benefits following maternity and parental benefits discriminated against women. A declaration of invalidity was suspended for one year.
A federal labour adjudicator upheld a Statistics Canada termination after prolonged medical leave where the employee provided no functional assessment or realistic return date.
A federal labour adjudicator found serious workplace harassment but ruled dismissal excessive, substituting a 30 day unpaid suspension while still refusing reinstatement.
The Canadian Human Rights Tribunal dismissed a workplace discrimination complaint after preferring consistent employer evidence and contemporaneous HR records over parts of the complainant’s account.
The Federal Court of Appeal upheld a labour board decision refusing to extend a grievance deadline after a CRA employee tried to bypass required grievance levels.
The Federal Court found the administration of health benefits for foreign service employees had been unreasonably delayed, but declined to order mandamus because the specific backlog had largely been resolved by the time the case was heard.
The Federal Court set aside a human rights ruling that upheld the RCMP’s five year seizure free rule because the analysis did not properly examine individualized operational accommodation or the necessity of the risk threshold itself.
A federal occupational health and safety evaluation found that more than a third of workers who experienced harassment or violence did not report the most serious incident, and many who reported were dissatisfied with the outcome.
The Federal Court of Appeal set aside two earlier rulings and found Karen O'Grady established a prima facie case of disability discrimination after Bell ended her employment and her disability coverage before a planned graduated return to work.
Current federal source for immigration-related hiring, worker classification, recruitment and payroll obligations.
The Federal Court of Appeal found that EI rules disproportionately reduced unemployment protection for women who had received maternity and parental benefits. The declaration is suspended for one year.
Current Canadian public-sector source for hybrid-work and telework governance.
Authoritative Canadian example of executive insurance-benefit design and administration.
Current public-sector operational source for job design and classification.
Current federal source for learning, career development and workforce skills.
Authoritative source for DEI and employment-equity topics.
Useful for discipline, complaints, employee relations and reprisal protections in federally regulated workplaces.
Public-sector-specific but authoritative source for whistleblowing, ethics and misconduct concepts.
Authoritative source for timekeeping and hours-of-work administration.
Authoritative source for layoffs, restructuring and termination/offboarding administration.
Sector-specific but authoritative source for probation concepts and administration.
Canadian government-hosted source for Indigenous employment practices and equity context.
Authoritative operational example for background screening processes.
Useful cross-topic source for mental health, psychological safety, culture, leadership and learning.
Bill C-31 could restrict federal non-competes. Review the purpose and practical effect of standard contract terms while the bill advances.
The federal $18.15 wage floor and penalty changes make repeat payroll errors costly. Document correction as well as payment.
Federal accommodation tools show how policy, manager intake and individual adjustments fit together. Adapt the process to the workplace.
Selected provincial credentials now have a route to federal authorization. It can widen recruiting for covered roles, with conditions.
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