By the Standardize It team
The next six months bring a busy stretch of Canadian employment law changes. Federally regulated employers face changes to pay equality and workplace safety rules, BC’s pay transparency reporting expands to more employers, Nova Scotia overhauls overtime and tips, and PEI’s minimum wage rises while the federal and New Brunswick rates adjust.
To help you plan ahead, the Standardize It team has pulled together each confirmed change in date order, along with a short “what to do” note and the templates that can help you revise your policies. We’ve also included a short watch list of proposed bills that aren’t law yet.
This article covers federal rules and the provinces and territories we serve.
Quick-glance summary
| Jurisdiction | Effective date | Change |
|---|---|---|
| Federal | October 20, 2026 | Equal pay for part-time, casual and temporary employees; wage reviews; job openings shared with all employees |
| British Columbia | November 1, 2026 | Employers with 50 or more employees must post pay transparency reports |
| Federal | January 30, 2027 | OHS changes: hazardous substance records, heat, cold and UV controls, revised standards |
| Nova Scotia | April 1, 2027 | Overtime after 44 hours a week; permitted hours count |
| Nova Scotia | April 1, 2027 | Tips belong to employees; tip pool rules |
| Prince Edward Island | April 1, 2027 | Minimum wage rises from $17.30 to $17.60 an hour |
| Federal and New Brunswick | April 1, 2027 | Minimum wages adjust automatically with inflation |
Federal: Equal treatment by employment status (October 20, 2026)
Starting October 20, 2026, federally regulated employers must pay part-time, casual and temporary employees the same as full-time employees for substantially the same work. A difference in pay is allowed only if it’s justified by a written seniority, merit or productivity system.
Employees can also ask for a review of their wages, and you must give them a written answer within 90 days. On top of that, job openings must be shared with all employees, not only full-time staff.
What to do: Compare pay across employment types for similar roles, put any seniority, merit or productivity system in writing, set up a simple process for responding to wage review requests within 90 days, and make sure job openings reach everyone on your team.
Helpful templates: Review your Employee Handbook (Federal) and Employment Agreement (Federal), and use the Job Ad Template (Federal) to share openings with all employees. You can find all of these in our template library.
Official source: Canada Gazette, Part II, SI/2026-18
British Columbia: Pay transparency reports for employers with 50 or more employees (November 1, 2026)
BC employers with 50 or more employees must now prepare and post a pay transparency report by November 1 each year. As a reminder, BC employers have been required to include pay ranges in job ads since 2023.
What to do: If you have 50 or more employees, plan the data you’ll need for your report and get it posted by November 1. While you’re at it, double-check that your job ads include pay ranges.
Helpful templates: Refresh your Employee Handbook (BC) and use the Job Ad Template (BC) to keep pay ranges front and centre in your postings.
Official sources: Pay Transparency Act (BC Laws) and Pay Transparency in BC (Government of BC)
Federal: Revised occupational health and safety rules (January 30, 2027)
On January 30, 2027, federal OHS rules add requirements for hazardous substance records, controls for heat, cold and UV exposure, and revised standards.
What to do: Review how you track hazardous substances in your workplace, look at where employees may be exposed to heat, cold or UV, and plan the controls you’ll put in place before the end of January.
Helpful templates: Our Health & Safety Handbook (Federal) is a practical starting point for documenting your safety policies.
Official source: Canada Gazette, Part II, SOR/2026-10
Nova Scotia: Overtime after 44 hours a week (April 1, 2027)
From April 1, 2027, Nova Scotia employees earn overtime after 44 hours a week instead of 48. Hours that you permit employees to work also count toward overtime, not only the hours you require.
What to do: Change your overtime threshold in payroll, review scheduling, and set clear expectations about when employees may work outside their regular hours, including remote staff.
Helpful templates: Review your Overtime Averaging / Banked Time Agreement (NS), Employment Agreement (NS), Employee Handbook (NS) and Remote Work Agreement (NS) so they reflect the 44-hour threshold and your approach to permitted hours.
Official source: Nova Scotia Acts of 2026, Chapter 17
Nova Scotia: Tips belong to employees (April 1, 2027)
Also on April 1, 2027, Nova Scotia makes it clear that tips belong to employees. Employers can deduct tips only to run a tip pool, and the tip pool’s details must be posted. Owners can share in the pool only if they regularly do the same work as the employees in it.
What to do: If your business receives tips, review how they’re handled today, write down and post your tip pool details, and confirm whether any owners qualify to take part.
Helpful templates: Use our Wage Deduction Authorization Form (NS) and revise your Employee Handbook (NS) to explain your tip pool clearly.
Official source: Nova Scotia Acts of 2026, Chapter 17
Prince Edward Island: Minimum wage rises to $17.60 (April 1, 2027)
PEI’s minimum wage rises from $17.30 to $17.60 an hour on April 1, 2027.
What to do: Adjust payroll for any employees earning less than $17.60 an hour.
Helpful templates: Check any wage figures in your job ads and pay policies. Our Job Ad Template (PEI) keeps the pay range in one easy-to-edit spot.
Official source: PEI Minimum Wage Order (March 31, 2026)
Federal and New Brunswick: Minimum wage inflation adjustment (April 1, 2027)
The federal and New Brunswick minimum wages adjust automatically with inflation on April 1, 2027. The 2027 amounts haven’t been published yet. They usually come out in January, so watch for the announcement then.
What to do: Flag April 1 in your payroll calendar now, and adjust your rates once the official amounts are announced.
Helpful templates: When the rates are announced, check any wage figures in your job ads and pay policies, starting with your Job Ad Template (Federal) or Job Ad Template (NB).
Official sources: Canada Labour Code, section 178.1 and New Brunswick Regulation 2022-15
Watch list: Proposed bills that aren’t law yet
The following are proposed bills only. They may change before they pass, or they may not pass at all, so there’s no need to change your policies yet. We’ll keep an eye on them.
- Federal Bill C-31 (proposed): This bill would ban most non-compete clauses. It’s currently at the committee stage. Bill C-31 on LEGISinfo
- Ontario Bill 105 (proposed): If it passes, this bill would ban charging employees for uniforms starting January 1, 2027. Bill 105 at the Legislative Assembly of Ontario
Get ready with Standardize It
Changes like these are much easier to manage when your policies and agreements are current and easy to edit. Browse our templates to find handbooks, agreements, forms and job ad templates for your province or territory, or sign up for our newsletter to hear about employment law changes as they’re announced.
This article is general information, not legal advice.
