{"id":7957,"date":"2025-10-14T04:33:37","date_gmt":"2025-10-14T08:33:37","guid":{"rendered":"https:\/\/employmenthero.com\/en-ca\/?p=7957"},"modified":"2025-10-14T04:45:58","modified_gmt":"2025-10-14T08:45:58","slug":"employment-law-updates-canada","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/en-ca\/blog\/employment-law-updates-canada\/","title":{"rendered":"Employment law Canada 2026: What employers need to prepare for"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol class=\"breadcrumb-items\"><li class=\"breadcrumb-item breadcrumb-item--current breadcrumb-item--home\"><span class=\"breadcrumb-item-name\">Home<\/span><\/li><\/ol><\/nav><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"BreadcrumbList\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"name\":\"Home\",\"@id\":\"https:\\\/\\\/employmenthero.com\\\/en-ca\\\/\"}}]}<\/script><\/div>\n\n\n<div class=\"wp-block-group blog-template-tags-row is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-4 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--9)\">\n<div class=\"wp-block-group blog-template-tags is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\" style=\"padding-top:var(--wp--preset--spacing--2);padding-bottom:var(--wp--preset--spacing--2)\">\n<div class=\"wp-block-button is-style-ghost is-style-ghost--1\"><a class=\"wp-block-button__link has-btn-black-background-color has-background wp-element-button has-icon__eye\"><span class=\"wp-block-button__link-icon\" aria-hidden=\"true\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_5893_17419)\"> <path d=\"M19.8727 9.55732C19.7127 9.30315 15.8927 3.33398 10.0002 3.33398C4.10771 3.33398 0.287713 9.30315 0.127713 9.55732C0.0442677 9.69013 0 9.8438 0 10.0007C0 10.1575 0.0442677 10.3112 0.127713 10.444C0.287713 10.6982 4.10771 16.6673 10.0002 16.6673C15.8927 16.6673 19.7127 10.6982 19.8727 10.444C19.9562 10.3112 20.0004 10.1575 20.0004 10.0007C20.0004 9.8438 19.9562 9.69013 19.8727 9.55732ZM10.0002 15.0007C5.88605 15.0007 2.80271 11.299 1.84855 10.0007C3.12342 8.22835 4.79779 6.78123 6.73605 5.77648C6.15544 6.50283 5.83739 7.40411 5.83355 8.33398C5.83355 9.43905 6.27253 10.4989 7.05394 11.2803C7.83534 12.0617 8.89514 12.5007 10.0002 12.5007C11.1053 12.5007 12.1651 12.0617 12.9465 11.2803C13.7279 10.4989 14.1669 9.43905 14.1669 8.33398C14.1629 7.40674 13.8468 6.50785 13.2694 5.78232C15.2033 6.78886 16.8752 8.23337 18.1519 10.0007C17.201 11.3015 14.1277 15.0007 10.0002 15.0007Z\" fill=\"currentColor\"\/> <\/g> <defs> <clipPath id=\"clip0_5893_17419\"> <rect width=\"20\" height=\"20\" fill=\"white\"\/> <\/clipPath> <\/defs> <\/svg><\/span>Blog<\/a><\/div>\n<\/div>\n\n\n<ul style=\"display: flex; gap: var(--wp--preset--spacing--2); padding-left: 0; flex-wrap: wrap;\"><li style=\"background-color: #e8e7e8;padding: var(--wp--preset--spacing--0-5) var(--wp--preset--spacing--3);border-radius: var(--wp--preset--spacing--8);margin: 0;display: inline-flex;align-self: center;\">\n                <span class=\"has-sm-font-size\" >\n                    <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/compliance-legal\" title=\"Compliance &amp; Legal\" style=\"font-weight: 500;\">Compliance &amp; Legal<\/a>\n                <\/span>\n                <\/li><\/ul><\/div>\n\n\n\n<div class=\"wp-block-group blog-template-social-desktop is-vertical is-layout-flex wp-container-core-group-is-layout-3 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18px\" height=\"19px\" viewBox=\"0 0 18 19\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group 7<\/title> <defs> <polygon id=\"path-1\" points=\"0 0 11.3597146 0 11.3597146 13.250495 0 13.250495\"><\/polygon> <polygon id=\"path-3\" points=\"0 0 11.4438464 0 11.4438464 13.237235 0 13.237235\"><\/polygon> <\/defs> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-115.000000, 0.000000)\"> <g id=\"Group-7\" transform=\"translate(115.000000, 0.000000)\"> <g id=\"Group-3\" transform=\"translate(6.640285, 0.000000)\"> <mask id=\"mask-2\" fill=\"white\"> <use xlink:href=\"#path-1\"><\/use> <\/mask> <g id=\"Clip-2\"><\/g> <path d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" id=\"Fill-1\" fill=\"#000000\" mask=\"url(#mask-2)\"><\/path> <\/g> <g id=\"Group-6\" transform=\"translate(0.000000, 5.762765)\"> <mask id=\"mask-4\" fill=\"white\"> <use xlink:href=\"#path-3\"><\/use> <\/mask> <g id=\"Clip-5\"><\/g> <path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Employment law Canada 2026: What employers need to prepare for<\/h1><\/div>\n\n\n\n<p class=\"blog-template-sub-title\" style=\"padding-top:var(--wp--preset--spacing--9);padding-bottom:var(--wp--preset--spacing--9);line-height:1.5\">Stay ahead of Canadian employment law changes in 2026. Learn about updates to the ESA, OHS, federal labour code and new protections.<\/p>\n\n\n\n<div class=\"wp-block-group is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><\/div>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2025-10-14T04:45:58-04:00\">Oct 14, 2025<\/time>\n<\/p>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"601\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--1024x601.webp\" alt=\"Employment law Canada 2026 What employers need to prepare for\" class=\"wp-image-7971\" style=\"object-fit:contain;width:864px;height:561px\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--1024x601.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--300x176.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--768x451.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--1536x901.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--864x508.webp 864w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026--440x258.webp 440w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Employment-law-Canada-2026-.webp 1728w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">The start of a new year always brings big shifts in Canadian employment law, and 2026 is no exception. For you, the SME employers who drive our economy, staying ahead of these changes isn&#8217;t just about avoiding a fine. It&#8217;s about creating a fair, resilient workplace where your team can thrive.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The name of the game for 2026 is transparency in hiring, mobility for workers and leveling up health and safety. These changes are being driven by a constant flow of provincial acts (we\u2019re looking at you, Ontario!) and federal rules, so it\u2019s time to revisit and hit refresh on your policies and systems now.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In this blog, we offer a close look at the key <strong>employment law Canada 2026<\/strong> changes that you need to stay updated on to maintain a compliant workplace, as well as a checklist to help you stay ahead of any changes.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Canada Labour Code amendment for federally regulated employers<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you run a federally regulated business\u2014think banking, telecom or inter-provincial transportation\u2014your focus needs to be on wage equity and fairness.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The main focus for late 2025\/early 2026 is the implementation of <a href=\"https:\/\/gazette.gc.ca\/rp-pr\/p1\/2025\/2025-02-22\/html\/reg2-eng.html\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Equal Treatment Wage Rules<\/strong><\/a> with the following proposed updates:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Equal pay for equal work:<\/strong> These rules shut the door on paying part-time, seasonal or temporary (fixed-term) employees less than their <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/fixed-term-employment-contract\/\">permanent, full-time colleagues<\/a> when they do the same kind of work under similar conditions. This is a crucial move to fix precarious employment.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Temporary Help Agency (THA) rules:<\/strong> Federally regulated THAs and their clients cannot pay THA employees a lower wage rate than the client pays its direct employees for the same work.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Employee right to review:<\/strong> Your employees get a clear path to request a review of their wage rate. You must respond to them in writing within 90 days, either explaining the difference or showing your plan for a wage increase.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-1024x683.webp\" alt=\"Lawyer points to contract document while advising client at desk.\" class=\"wp-image-7976\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-1024x683.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-300x200.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-768x512.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-1536x1024.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-2048x1365.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/lawyer-reviewing-contract-with-client-1-440x293.webp 440w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers operating in Ontario, these federal updates are just one piece of the 2026 compliance puzzle. The provincial government is ushering in its own set of major reforms through the Working for Workers Seven Act.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Ontario\u2019s Working for Workers Seven Act updates<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Ontario&#8217;s <a href=\"https:\/\/news.ontario.ca\/en\/release\/1005965\/ontario-introduces-seventh-working-for-workers-act\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Working for Workers Seven Act, 2025<\/em><\/a> continues the trend of legislative reform aimed at protecting employee rights and increasing transparency. While some parts of the Working for Workers series (like those concerning job postings) took effect in earlier acts, the latest Bill focuses on protections, hiring transparency and safety.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here are the <a href=\"https:\/\/www.ola.org\/sites\/default\/files\/node-files\/bill\/document\/pdf\/2025\/2025-05\/b030_e.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">key changes from the <strong>Working for Workers Seven Act<\/strong><\/a> (and related WfW Acts with 2026 dates):<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Job seeking leave:<\/strong> If you have to conduct a mass layoff (terminating 50 or more employees at an establishment), affected employees now get three days of unpaid leave to use during their notice period to hunt for new jobs. It\u2019s a new, important obligation during tough transitions.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Extended layoff provisions:<\/strong> The Act introduces a way to permit extended layoffs of 35 or more weeks within a 52-week period (but less than 52 weeks in 78) if the employer and employee agree and the Director of Employment Standards approves. This provides a temporary path for employers facing economic difficulty.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Combatting job scams:<\/strong> This change is a win for job seekers. It puts the heat on <a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/job-ad\/\">job posting platforms<\/a> to have a clear system for users to report fraudulent postings and a written policy on how they deal with them.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>WSIB fraud prevention:<\/strong> Amendments to the <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/97w16\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Workplace Safety and Insurance Act, 1997<\/em><\/a> prohibit employers from making false or misleading statements to the WSIB in connection with an employee\u2019s claim, with severe penalties for contravention.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Working for Workers Seven Act continues Ontario&#8217;s legislative momentum, but you must also finalize preparations for equally vital compliance deadlines from earlier bills. Specifically, the Proposed Employment Standards Act Modifications bring major changes to hiring transparency, effective in January 2026.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Proposed Employment Standards Act modifications<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is a big one. The core of the provincial updates for 2026, stemming from the <a href=\"https:\/\/www.ola.org\/en\/legislative-business\/bills\/parliament-43\/session-1\/bill-149\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Working for Workers Four<\/em><\/a> and <a href=\"https:\/\/www.ola.org\/en\/legislative-business\/bills\/parliament-43\/session-1\/bill-190\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Five Acts<\/em><\/a>, centers on recruitment transparency in the Ontario <em>Employment Standards Act, 2000<\/em> (ESA). These changes mainly apply to employers with <strong>25 or more employees<\/strong> on the day the job posting is published.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/www.ontario.ca\/document\/your-guide-employment-standards-act-0\/recent-changes\" target=\"_blank\" rel=\"noreferrer noopener\">Here are the new requirements under the ESA<\/a> that will come into effect in Ontario as of January 2026:\u00a0<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>New ESA requirements (Effective Jan. 1, 2026)<\/strong><\/td><td><strong>Employer action required<\/strong><\/td><\/tr><tr><td>Mandatory compensation disclosure<\/td><td>All publicly advertised job postings must disclose the expected <a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/reduce-employee-side-hustling-with-compensation-strategy\/\">compensation or a salary range<\/a>. The maximum range allowed is $50,000 annually (e.g., $70,000 &#8211; $120,000 is compliant, but $50,000 &#8211; $110,000 is not). This is exempt for positions where the expected compensation exceeds $200,000.<\/td><\/tr><tr><td>Ban on &#8220;Canadian Experience&#8221;<\/td><td>You can\u2019t require Canadian work experience in job postings or application forms anymore. This is a huge step toward welcoming global talent.<\/td><\/tr><tr><td>Disclosure of AI Use<\/td><td>If you use Artificial Intelligence (AI) to screen, assess or select job applicants, you have to disclose it in the public job posting.<\/td><\/tr><tr><td>Clarify vacancy status<\/td><td>Job postings should state whether the posting is for an existing vacancy or for a future\/anticipated hire.<\/td><\/tr><tr><td>Candidate communication<\/td><td>Employers need to inform all applicants who are interviewed whether a hiring decision has been made for the advertised position. This must be done within 45 days of the interview (or the last interview).<\/td><\/tr><tr><td>Record-keeping for postings<\/td><td>Employers must retain copies of every publicly advertised job posting and the information provided to interviewed applicants for three years.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While you review your hiring processes to meet the new fairness standards, you also have an ongoing responsibility to foster a physically safe workplace. Here is how the Proposed Occupational Health and Safety Act changes require you to enhance your site safety, hygiene and accountability in 2026.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Proposed Occupational Health and Safety Act changes<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Safety standards are seeing constant changes and enhancements, particularly in high-risk industries like construction. Here is how the Proposed Occupational Health and Safety Act (OHSA) changes require you to enhance your site safety, hygiene and accountability in 2026.<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><a href=\"https:\/\/news.ontario.ca\/en\/release\/1005949\/ontario-protecting-workers-on-construction-sites\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Mandatory <\/strong><\/a><strong><a href=\"https:\/\/news.ontario.ca\/en\/release\/1005949\/ontario-protecting-workers-on-construction-sites\" target=\"_blank\" rel=\"noreferrer noopener\">A<\/a><\/strong><a href=\"https:\/\/news.ontario.ca\/en\/release\/1005949\/ontario-protecting-workers-on-construction-sites\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>EDs (Automated External Defibrillators)<\/strong> <strong>on construction sites<\/strong><\/a><strong>:<\/strong> Larger construction projects now must have AEDs onsite. This life-saving equipment ensures timely help during a cardiac emergency.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><a href=\"https:\/\/www.ontario.ca\/page\/maintaining-clean-washroom-facilities-workers\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Washroom facility cleanliness records (Effective Jan. 1, 2026)<\/strong><\/a><strong>:<\/strong> Following a 2025 requirement to maintain clean and sanitary washrooms, employers and constructors must now keep and post a record showing the date and time of the two most recent washroom cleanings or post the record electronically where workers can readily access it.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><a href=\"https:\/\/www.ontario.ca\/document\/guide-occupational-health-and-safety-act\/part-ix-offences-and-penalties\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Increased fines for corporations<\/strong><\/a><strong>:<\/strong> The maximum fine for corporations convicted of a second or subsequent OHSA offense resulting in death or serious injury remains $2,000,000, but a new <strong>minimum fine of $500,000<\/strong> has been introduced for these grave repeat offenses.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As you can see, managing compliance in Canada is a complex, province-by-province, rule-by-rule challenge. With new laws taking effect on pay transparency, gig worker rights and payroll record-keeping, relying on manual processes and spreadsheets introduces unnecessary risk and wastes valuable time.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">91爆料 is your comprehensive <a href=\"https:\/\/employmenthero.com\/en-ca\/\">Employment Operating System (EOS)<\/a>, designed for Canadians to handle this regulatory complexity on autopilot. It brings together all your HR processes in one powerful platform so you can ditch fragmented tools and manage it all under a single login.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Stop reacting to change and start leading with confidence!&nbsp;<\/strong><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Ready to automate compliance and HR admin?<\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-nowrap is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/en-ca\/request-a-demo\/\">Request a Demo<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Proposed Workplace Safety and Insurance Act amendments<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The <a href=\"https:\/\/www.wsib.ca\/en\" target=\"_blank\" rel=\"noreferrer noopener\">WSIB (Workplace Safety and Insurance Board)<\/a> system is also adapting to better support workers and ensure employer compliance. The <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/97w16\" target=\"_blank\" rel=\"noreferrer noopener\">key amendments<\/a> focus on transparency and benefit eligibility:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><a href=\"https:\/\/www.ola.org\/en\/legislative-business\/bills\/parliament-44\/session-1\/bill-30\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Prohibition of false statements<\/strong><\/a><strong>:<\/strong> New provisions in the <em>Workplace Safety and Insurance Act, 1997<\/em> explicitly prohibit employers from making false or misleading statements to the WSIB concerning an employee\u2019s benefits claim, backed by administrative penalties.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>2026 Average Premium Rate:<\/strong> The average premium rate for Ontario businesses in 2026 will be <a href=\"https:\/\/www.wsib.ca\/en\/2026premiumrates\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>$1.23 per $100 of insurable payroll<\/strong><\/a>. This is a further reduction from the 2025 average rate of $1.25<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><a href=\"https:\/\/www.wsib.ca\/en\/policy\/policy-updates-and-clarifications#anchor_2025policy\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Changes to presumptive cancer entitlements<\/strong><\/a><strong>:<\/strong> Amendments, with some coming into effect in 2025, reduce the required service duration for firefighters to claim presumptive benefits for certain cancers (like kidney and colorectal cancer) under the Act.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">After reviewing the traditional insurance and safety framework, it&#8217;s essential we address the newest area of employment regulation: <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/casual-employment-contract-template\/\">the gig economy<\/a>. Your obligations extend to this evolving sector with the full enforcement of the Digital Platform Workers\u2019 Rights Act (DPWRA)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Digital Platform Workers\u2019 Rights Act implementation<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/22d07\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Digital Platform Workers\u2019 Rights Act, 2022<\/em> (DPWRA)<\/a> is a game-changer. While it officially came into force in Ontario on 1 July 2025, 2026 is the first full year of its enforcement. This legislation extends basic rights to gig workers (like Uber and SkipTheDishes drivers) regardless of their contractor status.\u00a0<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">&#8220;Operators&#8221; of digital platforms <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/22d07#BK12\" target=\"_blank\" rel=\"noreferrer noopener\">must adhere to new obligations<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Minimum wage:<\/strong> Operators must pay the ESA minimum wage for the time the worker is performing a work assignment.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Regular pay period:<\/strong> Workers must have a regular pay period and pay day.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Written information:<\/strong> Operators must provide written information to workers regarding how their pay is calculated and how performance ratings might affect their access to work.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Notice of removal of access:<\/strong> Workers must receive a written explanation if their access to the platform is removed for 24 hours or more and two weeks\u2019 written notice for longer removals (unless a reason like willful misconduct applies).<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Right to written information:<\/strong> Workers are entitled to receive information about their pay, performance and the dates\/times of their work assignments.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Now, let\u2019s look at the regulatory changes coming into effect in different provinces:&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Province-by-province snapshot for 2026&nbsp;<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While Ontario is leading the charge with significant regulatory changes, SMB leaders (that\u2019s you!) know to check the temperature across the entire country. Here\u2019s a quick look at what\u2019s driving the compliance agenda coast-to-coast:<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Province<\/strong><\/td><td><strong>Major 2026 (or near-term) focus<\/strong><\/td><\/tr><tr><td>Ontario<\/td><td>Pay Transparency (job postings), AI disclosure in hiring, ban on Canadian experience requirement, new mandatory candidate communication, DPWRA enforcement for gig workers.<\/td><\/tr><tr><td>Federal<\/td><td>Equal pay for equal work rules for part-time\/temporary employees, Right to Disconnect policy requirements.<\/td><\/tr><tr><td>British Columbia (BC)<\/td><td>Ongoing focus on <a href=\"https:\/\/www2.gov.bc.ca\/gov\/content\/gender-equity\/pay-transparency-in-bc\" target=\"_blank\" rel=\"noreferrer noopener\">Pay Transparency Act compliance<\/a>, including internal pay equity reporting and mandatory salary disclosure in job postings.<\/td><\/tr><tr><td>Alberta<\/td><td>Continuing focus on regulatory modernization, including potential updates to hours of work and overtime rules (always check the latest for minimum wage adjustments).<\/td><\/tr><tr><td>Quebec<\/td><td>Focus on worker classification and the potential expansion of rights for temporary agency workers and increased enforcement of workplace psychological harassment laws.<\/td><\/tr><tr><td>Newfoundland &amp; Labrador (NL)<\/td><td>WHS Certification Incentives: <a href=\"https:\/\/workplacenl.ca\/employers\/manage-my-account\/prime\/primepath2\/\" target=\"_blank\" rel=\"noreferrer noopener\">Full implementation of WorkplaceNL&#8217;s PRIME Path 2<\/a> (OHS Certification) requirements for larger employers ($10k+ in assessments and 20+ workers) to qualify for premium refunds (Effective Jan 1, 2026). Minimum Wage: Mandatory annual minimum wage increase (expected April 1, 2026).<\/td><\/tr><tr><td>Prince Edward Island (PEI)<\/td><td>Minimum Wage: Scheduled minimum wage increase to <a href=\"https:\/\/www.princeedwardisland.ca\/en\/news\/minimum-wage-to-increase-1\" target=\"_blank\" rel=\"noreferrer noopener\">$17.00\/hour<\/a> (Effective April 1, 2026).<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">So, how do you keep track of so many changes and most importantly, where do you start? Here\u2019s a checklist to give you a good starting point so you can focus on critical compliance areas and prepare for the changes in legislation.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Essential considerations for employers<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">You\u2019ve got a lot on your plate. With all these changes rolling out across the country, a centralized, strategic approach isn&#8217;t optional\u2014it\u2019s essential. Hit these critical compliance areas to prepare for the <strong>1 January 2026<\/strong> deadlines and beyond:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark has-paragraph-2-m-font-size\">\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Update job posting templates:<\/strong> Audit all publicly advertised job posting templates to ensure they include mandatory compensation details, AI disclosure, vacancy status and remove any mention of requiring &#8220;Canadian experience.&#8221;<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Revise onboarding and hiring policies:<\/strong> Implement a new process for documenting and delivering the hiring decision status to all interviewed candidates within 45 days.<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Audit employment contracts:<\/strong> For Ontario employers with 25 or more staff, ensure your employment agreement templates and onboarding packages include all the new prescribed pre-employment information (legal name, contact details, work location, starting wage, etc.) effective mid-2025.<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Develop or review RTD policies:<\/strong> Federally regulated employers must finalize and implement their Right to Disconnect policy in consultation with employees or unions.<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Adjust payroll systems for federal equal pay:<\/strong> Federally regulated employers must review compensation for part-time, seasonal and contract workers to ensure no prohibited differential wage rates exist based on employment status.<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Strengthen record-keeping:<\/strong> Implement new systems to retain job postings, applications and all candidate communication records for the prescribed three-year period.<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--2)\"><strong>Mandatory training:<\/strong> Ensure all HR staff and hiring managers are thoroughly trained on the new job posting rules, candidate communication requirements and anti-reprisal provisions.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-1024x683.webp\" alt=\"Employment agreement with pink sticky note reading \u201cseasonal hire\u201d beside two pens.\" class=\"wp-image-7977\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-1024x683.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-300x200.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-768x512.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-1536x1024.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-2048x1365.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/employment-agreement-seasonal-hire-440x293.webp 440w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Navigating these complex changes successfully is your priority, but it&#8217;s equally important to understand what&#8217;s at stake. Let&#8217;s look at the <strong>financial consequences and penalties<\/strong> associated with non-compliance, ensuring you have a full picture of your legal obligations and risk exposure<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Employment law enforcement and penalties&nbsp;<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The government&#8217;s commitment to these new standards is underlined by increased enforcement and steeper penalties. In Ontario, fines for ESA violations have already significantly increased, with the maximum fine for corporations <a href=\"https:\/\/www.ontario.ca\/document\/employment-standard-act-policy-and-interpretation-manual\/part-xxv-offences-and-prosecutions\" target=\"_blank\" rel=\"noreferrer noopener\">doubling to <strong>$100,000<\/strong><\/a> for a single violation. Furthermore, fines for repeated and severe OHSA violations resulting in worker injury or death now have a $500,000 minimum for corporations.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Compliance is not just a matter of good faith; it is a financial necessity to mitigate the serious risks associated with non-compliance, including administrative monetary penalties, public enforcement proceedings and reputational damage.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">So, how do you stay ahead of these compliance updates and avoid these penalties?&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How employers can stay ahead&nbsp;<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The volume and velocity of change in <strong>employment law Canada 2026<\/strong> can feel overwhelming, but a proactive strategy can simplify compliance:<\/p>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Proactive monitoring:<\/strong> Appoint an internal team or a dedicated external partner to monitor legislative updates in your jurisdiction continually. Do not wait for laws to come into force.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Legal subscriptions and resources:<\/strong> Invest in legal factsheets, newsletters and services that provide timely, accessible summaries of the law.\u00a0<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Internal training and communication:<\/strong> Conduct mandatory training for all managers and HR staff on the new job posting requirements, particularly the rules around pay transparency and AI disclosure.<\/li>\n<\/ol>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">By understanding the shifting priorities\u2014from pay transparency in recruiting to equal treatment in pay and enhanced safety standards\u2014you can ensure your organization is positioned for stability and success in the year ahead.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">But, having doubts and questions is totally understandable. We\u2019d love to help. With <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/hr-advisory\/\">91爆料 HR advisory services<\/a>, you can get HR advice from real experts in Canadian employment law, so you\u2019re never in doubt about the ever-changing compliance landscape and can stay on top of all legislation changes. We offer actionable, clear advice that works for your business to answer all your questions and provide jargon-free, actionable insights.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Partner with us to lead with confidence and build a world-class culture.<\/strong><\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-nowrap is-layout-flex wp-container-core-buttons-is-layout-3 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/en-ca\/request-a-demo\/\">Let&#8217;s Talk<\/a><\/div>\n<\/div>\n\n\n\n<style>\n.custom-table table tr:first-child th,\n.custom-table table tr:first-child td {\n  border: 1px solid #000 !important;\n  background-color: #7623d7 !important;\n  color: #ffffff !important;\n  text-align: left;\n  padding: 10px;\n}\n<\/style>\n\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-16721 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/10-things-learnt-employment-hero-partner-summit\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"10 Things We Learnt at the 91爆料 Partner Summit\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-7-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/10-things-learnt-employment-hero-partner-summit\/\" target=\"_self\" >10 Things We Learnt at the 91爆料 Partner Summit<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Bold leadership, smarter partnerships and 10 key insights from 91爆料\u2019s Canadian Partner Summit. Discover what Canada\u2019s top SMB advisors&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/10-things-learnt-employment-hero-partner-summit\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: 10 Things We Learnt at the 91爆料 Partner Summit<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/10-things-learnt-employment-hero-partner-summit\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-16735 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/arlene-dickinson-partner-summit-recap\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1710\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-scaled.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Arlene Dickinson\u2019s call to Canadian business: Raise your hand higher\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-scaled.webp 2560w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-300x200.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-1024x684.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-768x513.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-1536x1026.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-2048x1368.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Arlene-Dickinson-Employment-Hero-talk-440x294.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/arlene-dickinson-partner-summit-recap\/\" target=\"_self\" >Arlene Dickinson\u2019s call to Canadian business: Raise your hand higher<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">Arlene Dickinson challenged Canadian business leaders at the 91爆料 Partner Summit to lead with courage and purpose. Read the&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/arlene-dickinson-partner-summit-recap\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Arlene Dickinson\u2019s call to Canadian business: Raise your hand higher<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/arlene-dickinson-partner-summit-recap\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-16661 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/employment-hero-partner-summit-recap\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"From passion to purpose: Celebrating the heart of Canadian business at the 91爆料 Partner Summit\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Copy-of-GLOBAL-Website-resource-thumbnail-Blogs-6-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/employment-hero-partner-summit-recap\/\" target=\"_self\" >From passion to purpose: Celebrating the heart of Canadian business at the 91爆料 Partner Summit<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">Over 100 Canadian partners gathered in Toronto for 91爆料&#8217;s Partner Summit, with SMB founders, Arlene Dickinson, and more. Read&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/employment-hero-partner-summit-recap\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: From passion to purpose: Celebrating the heart of Canadian business at the 91爆料 Partner Summit<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/employment-hero-partner-summit-recap\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Stay ahead of Canadian employment law changes in 2026. Learn about updates to the ESA, OHS, federal labour code and new protections.<\/p>\n","protected":false},"author":430,"featured_media":7971,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"9 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","footnotes":""},"categories":[1],"tags":[35,37],"resource-type":[30],"topic":[260],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-7957","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised","tag-hr","tag-workplace","resource-type-blog","topic-compliance-legal"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts\/7957","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/users\/430"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/comments?post=7957"}],"version-history":[{"count":4,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts\/7957\/revisions"}],"predecessor-version":[{"id":7981,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts\/7957\/revisions\/7981"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media\/7971"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media?parent=7957"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/categories?post=7957"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/tags?post=7957"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resource-type?post=7957"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/topic?post=7957"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/industry?post=7957"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/audience?post=7957"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/business-size?post=7957"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/product-tag?post=7957"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/funnel-stage?post=7957"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/region?post=7957"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/pain-point?post=7957"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/persona?post=7957"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/post_features?post=7957"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}