Federally regulated employers are facing a series of significant legislative and regulatory changes under the Canada Labour Code and related federal legislation.
Several amendments are already in force, with additional obligations expected to come into force in 2026 through 2028. Updates include leave entitlements, pay equity, workplace expectations, occupational health and safety, and digital accessibility, requiring proactive planning by employers.
1. New Federal Leave Entitlements
- Pregnancy Loss Leave: Eligible employees may take up to three days of leave for a pregnancy loss, or up to 8 weeks if the loss was a stillbirth, taken within 26 weeks of the loss. Employees with three consecutive months of service are entitled to pay for the first three days.
- Expanded Bereavement Leave: The existing 10 days of bereavement leave is expanded to allow up to 8 weeks where an employee’s child, or the child of their spouse or common‑law partner, dies. Employees with three consecutive months of service are entitled to pay for the first three days. The amendments also strengthen job‑protection, benefit continuation, notice, and anti‑reprisal protections for employees on extended bereavement leave.
- Placement of a Child Leave: Expected in 2026, eligible employees may take up to 16 weeks of unpaid leave. Draft regulations indicate the leave may begin up to six weeks before placement and end up to 17 weeks after, though final regulatory details are still pending.
2. Equal Pay for Equal Work (Expected 2026)
While specific details are still emerging, “equal pay for equal work” is anticipated in 2026. This initiative is expected to require the same wage rate for employees performing substantially the same work under similar working conditions, regardless of employment status (including part‑time, seasonal, or temporary). It may also introduce an employee right to request a wage review and establish employer response timelines.
3. Right to Disconnect (Expected 2026)
Once the amendments come into force, federally regulated employers will be required to develop and implement a written “right to disconnect” policy.
The policy must:
- Set out a general rule governing work‑related communications outside scheduled hours of work
- Identify any exceptions to that rule and explain the rationale for those exceptions
- Be developed in consultation with employees or the union (with employees given at least 90 days to provide input)
Importantly, this does not create a blanket right for employees to refuse after‑hours work. Instead, it is a policy‑based obligation intended to clarify expectations and reduce informal pressure to remain constantly connected.
Once the legislation is in force, employers will have one year to finalize and implement their policy. Employers will also be prohibited from taking reprisals against employees who ask about or seek compliance with the policy.
4. Other Safety Updates (Expected 2026)
The federal government has signalled upcoming amendments to occupational health and safety requirements, including revised noise exposure standards, changes to first‑aid kit requirements, and updates to PPE‑related regulations. High‑risk employers should begin auditing equipment, exposure controls, and safety programs in anticipation of these changes.
5. ICT Accessibility Requirements (Phased 2027-2028)
Under the Accessible Canada Act, large federally regulated employers must ensure that new and updated websites, mobile applications, and digital documents meet the prescribed ICT accessibility standard. Employers must provide accessibility training to employees involved in developing, maintaining, or procuring digital technologies and publish accessibility statements. Training and reporting obligations begin in December 2027, with full digital compliance requirements applying to most employers by December 2028.
With several federal changes already in force and additional amendments rolling out through 2028, employers should proactively review leave entitlements, wage practices, workplace expectations, health and safety obligations, and accessibility compliance.
SpringLaw supports federally regulated employers with policy updates, risk assessments, and practical implementation. This information is for general guidance only and does not constitute legal advice. Employers should seek legal advice specific to their circumstances.
If you need help turning these updates into compliant workplace policies, SpringLaw can assist.
Shauna Fabrizi
Shauna Fabrizi is an employment and labour lawyer at SpringLaw who advises employers on workplace restructurings, compliance, and complex people issues. She provides practical, business-focused guidance on leaves, terminations, and policy updates, helping organizations navigate change with clarity, empathy, and strong risk management.
