Canadian coverage, focused on benefits administration, 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.
24 verified publications. Showing the 24 most recent.
An academy recovered $858 in a medical benefit advanced to a teacher who resigned before completing her school year contract. An earlier employment standards inquiry into wage deductions hadn't decided the employer's separate contractual repayment claim.
A broker's warning about benefits confusion points to a practical HR task. Employees need a usable route to check coverage before a claim becomes urgent.
Ontario employers operating vehicle fleets should clarify insurance contacts and coverage choices without promising benefits that an insurer must determine.
The 2027 EI rate is set at $1.64 per $100 of earnings outside Quebec. Employers reviewing payroll costs should also check whether a qualifying disability plan earns a premium reduction.
Ontario's pension unlocking proposal could change how former employees use certain retirement accounts. The consultation closed October 2, but the changes aren't law yet.
Separation pay, EI, benefits, vacation and banked overtime all operate under different rules. The employer's final payroll checklist should keep them separate.
A workplace pension is more than an investment benefit. How employers oversee plans, explain the risks and support retirement decisions determines whether the promise means anything.
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.
Public employer renewals in Newfoundland and Labrador, Yukon and the federal plan show premiums, coverage improvements and cost sharing moving in different directions at the same time.
A change effective October 1 shifts the order of payment for actively employed Albertans age 65 and older. Employer sponsored drug and supplemental plans now pay first, while the provincial program remains the safety net.
B.C. pension amendments that generally require plan document changes take effect October 30. The changes reach automatic contribution escalation, survivor options, locked in transfers and some annuity purchases.
A month of workplace developments across Canada doesn’t produce one neat story. That’s the point. Read together, the provinces and territories are showing where accommodation, labour relations, workforce shortages, benefits and changing job design are beginning to overlap.
TELUS Health reports that 60% of Canadian workers contributing to a workplace retirement or savings plan do not fully understand how it works. For HR teams, that turns benefits communication into a practical financial wellness and productivity issue.
Robert Half’s 2027 Canada Salary Guide suggests employers are targeting salary dollars more selectively while employees continue to place high value on health coverage, retirement contributions and flexibility.
HOOPP has opened plan access to certain self employed nurses and midwives, connecting retirement benefits with a healthcare workforce that increasingly works across different employment arrangements.
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.
Relevant to cross-border employment, immigration, compensation and employment agreements.
Authoritative Canadian example of executive insurance-benefit design and administration.
Authoritative payroll and benefits source for HCSAs, medical and drug-plan administration.
Authoritative source for group RRSP administration and payroll treatment.
Authoritative employer source for multiple benefits categories that were empty in the corpus.
Category rules determine taxability first.
The Supreme Court's *Caron* decision connects Quebec workers' compensation processes with human rights accommodation duties. A return to work plan should consider both rather than treating the claim form as the entire answer.
Fraser shows how neutral job-sharing rules can disadvantage a group. Review the downstream effect on benefits and advancement.
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