Canadian coverage, focused on employment standards, 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.
30 verified publications. Showing the 30 most recent.
REV Automotive delivered its wage assessment appeal on time, but 2 unsuccessful cheques meant the required $500 deposit arrived after the deadline. The Board couldn't extend a mandatory statutory condition of appeal.
A 2026 federal evaluation identifies rising labour standards complaints, persistent recovery gaps and disproportionately few proactive inspections of road transportation employers.
Canadian worker status depends on how the relationship actually operates. Control, tools, financial risk, delegation and opportunities for profit matter more than an invoice or a contract label.
Minimum wage, authorized deductions and unpaid wage complaints require more than a payroll software setting. They demand auditable classifications and corrections.
A salary doesn't always eliminate overtime, and vacation pay isn't vacation time. Canadian employers need to check classification, eligibility and the rules where each employee works.
Ontario, Alberta and British Columbia have different notice thresholds, final pay deadlines and benefit rules. HR needs three workflows even when the employer has one national policy.
Separation pay, EI, benefits, vacation and banked overtime all operate under different rules. The employer's final payroll checklist should keep them separate.
Cause, notice, layoff and written termination aren't four names for one decision. Canadian HR teams need to distinguish the legal basis, evidence and consequences before finalizing a dismissal.
Prince Edward Island's Notice of Termination guide says employees with six months of continuous service owe one or two weeks of written notice. Employer duties start earlier, at 90 days.
The Employment Standards Board is reviewing future minimum wage rates, past the $17.30 rate now in effect and the $17.60 rate already set for April 1, 2027.
A regulation effective October 1 makes Manitoba’s new sick note division apply to specified workers who remain outside much of Part 2, including certain household workers and regulated professionals.
Ontario reports that 1000523220 Ontario Inc. and director Du Duc Do were convicted on August 20, 2026 after no records were produced by the November 24, 2023 deadline set by an Employment Standards Officer.
New federal equal treatment rules change how some wage differences tied to employment status can be justified. Payroll and HR need a shared process before October 20.
New Brunswick's 2026 wage review runs from August 11 to October 9 and asks about more than the usual rate increase. It also raises the question of whether the minimum overtime formula should change.
Manitoba Employment Standards rolled out a new Employer Registration application on August 19, 2026, and stopped accepting the old version on September 16, 2026. The registration duty itself isn't new. It's the form that changed.
Broad employment-standards change touching pay, scheduling, leave administration and employee relations.
Starting October 1, 2026, employers covered by Manitoba's Employment Standards Code can require a sick note if an absence exceeds one week or illness and injury absences exceed 10 scheduled workdays in the calendar year. Either threshold is sufficient.
Important prospective change for overtime, pay administration and employment-standards planning.
Current compensation and payroll baseline for the Northwest Territories.
Current compensation and payroll baseline for Nunavut.
Relevant to complaints, wage enforcement and HR compliance processes.
A major provincial reset of employment standards and leave administration.
Adds a substantial job-protected leave entitlement relevant to disability and leave administration.
Current compensation and payroll baseline for Yukon.
Current compensation and payroll baseline for Newfoundland and Labrador.
Authoritative source for layoffs, restructuring and termination/offboarding administration.
Foundational source for contractor classification and payroll treatment.
The federal $18.15 wage floor and penalty changes make repeat payroll errors costly. Document correction as well as payment.
Wilson separates federal unjust dismissal from severance. A termination review needs statutory, notice and compensation layers.
Uber’s costly arbitration clause failed. Test whether a standard dispute term can realistically be used by the worker.
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