The Labour Bulletin, September 2025
On this page
- Employment equity
- Misclassification of workers
- The Wage Earner Protection Program (WEPP)
- Labour standards
- Occupational health and safety
Welcome to the second edition of The Labour Bulletin.
The Labour Bulletin provides employers of federally regulated workplaces and their employees with the latest operational information to build awareness and strengthen compliance.
Employment equity
2025 Employment Equity Employers' Forum
On May 26, 2025, the first Employment Equity Employers' Forum (the Forum) brought federally regulated private-sector employers and federal contractors together to:
- share best practices
- explore innovative ideas, and
- discuss the latest strategies for advancing employment equity
The 2025 event took place in Calgary, Alberta, featuring industry leaders under the theme, "Harnessing data to drive meaningful progress through insight and innovation".
The Forum replaces the Employment Equity Achievement Awards. It focuses on ensuring equitable opportunities for the four designated groups under the Employment Equity Act:
- women
- Indigenous peoples
- persons with disabilities
- members of visible minorities
For all questions related to the Employment Equity Employers' Forum, email the Workplace Equity Team at ee-eme@servicecanada.gc.ca.
Equi'Vision receives international recognition
The Global Deal has identified Canada's Equi'Vision website as a good practice.
The Global Deal began in 2016 to promote fair jobs and economic growth for everyone. It is supported by the International Labour Organization and the Organisation for Economic Co-operation and Development.
The Equi'Vision website shows representation and pay gap information for women, Indigenous peoples, persons with disabilities and members of visible minorities. These four groups are named in the Employment Equity Act.
This recognition shows Canada's leadership in using transparency to close workplace representation and pay gaps.
- Read The Global Deal's article
- Explore the Equi'Vision tool
Misclassification of workers
Information Sharing Agreement between the Labour Program and the Canada Revenue Agency
On March 3, 2025, the Labour Program at ESDC and the Canada Revenue Agency (CRA) signed an Information Sharing Agreement (ISA).
The ISA focuses on the misclassification of employees and misuse of the Personal Services Business program.
The Labour Program can now share details about businesses found to be or suspected of misclassifying employees with the CRA.
This fulfills a commitment made in Budget 2024.
You can read the joint ministerial announcement about the ISA online.
The Wage Earner Protection Program (WEPP)
Eligible individuals could receive payments when their employer is:
- bankrupt
- subject to receivership, or
- other WEPP qualifying insolvency proceeding
The WEPP provides eligible individuals a one-time payment up to a maximum amount, set annually on January 1, for:
- unpaid wages
- vacation pay
- termination pay, and
- severance pay
The WEPP maximum payment for 2025
The annual maximum WEPP payment is equivalent to seven times the maximum weekly insurable earnings under the Employment Insurance Act.
As of January 1, 2025, the maximum WEPP payment is set at $8,844.22.
For more information, see the Wage Earner Protection Program webpage.
Labour standards
Labour standards sets out the working conditions of employees, including:
- hours of work
- payment of wages
- rights at termination of employment, and
- leaves, vacation and general holidays
The Employment Statement
Employers must provide all employees with a written Employment Statement.
The Statement must include details specified in the Canada Labour Standards Regulations.
Employers can provide this information to employees by using:
- the Labour Program's template, or
- other written document
Employers also have obligations related to the Employment Statement, including:
- what they must provide to employees and when, and
- which documents they must keep and for how long
Occupational health and safety
No one knows a workplace better than the people who work in it. Part II of the Canada Labour Code gives everyone - employees and employers - a strong role in identifying and resolving health and safety concerns.
Changes to occupational health and safety regulations (all-gender washrooms)
As of December 1, 2024, the updated Canada Occupational Health and Safety Regulations allow federally regulated employers to count each gender-neutral toilet in the total number of toilets required in the workplace.
Learn more about all-gender toilets in federally regulated workplaces online.
Employer annual reporting requirements
Employers must submit annual reports on hazardous occurrences and on harassment and violence occurrences in the workplace. These reports cover the previous calendar year (January 1 to December 31).
Employers must submit annual reports to the Labour Program by March 1 each year, even if there are no incidents to report. These reports include the Employer’s annual hazardous occurrence report (EAHOR) and the Employer’s annual harassment and violence occurrence report (EAHVOR).
Employer's Annual Hazardous Occurrence Report (EAHOR)
Employers must list all workplaces in their report and include the organization's hazardous occurrence numbers related to:
- injuries
- deaths
- hazardous occurrences, and
- other information about the workplace
Employer's Annual Harassment and Violence Occurrence Report (EAHVOR)
All employers must keep records on every reported occurrence of harassment and violence in the workplace.
This report must include all information on their workplace's harassment and violence occurrence numbers, including:
- number of occurrences
- details about the resolution process
- relationship between the parties, and
- occurrences defined as discrimination under the Canadian Human Rights Act
If you have not sent your reports, download the forms:
- EAHOR:
- Regular/Offboard
- Onboard (aviation, marine and rail transport employers with onboard activities)
- EAHVOR
Even now, employers can submit their 2024 reports either by email or mail:
Email: EAHOR.INFO-RAESCR.INFO@labour-travail.gc.ca
Mail:
Labour Program
P.O. Box 4600
Winnipeg, MB R3C 0S1
To read the 2023 EAHOR and EAHVOR Annual Reports, check them out online.
Contact us
More information on federal workplace standards can be found online.
If you have questions, contact the Labour Program, for:
- Occupational health and safety and labour standards, call 1-800-641-4049
- Employment equity, email ee-eme@servicecanada.gc.ca
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