Labour Program Forward Regulatory Plan: 2025 to 2027

Enabling acts

The Canada Labour Code (the Code) and the Budget Implementation Act, 2018, No. 2 provide authority for this proposed regulatory initiative.

Description

The objective of these regulations is to support amendments to Part III of the Code not yet in force. The regulations intend to ensure equal treatment and compensation for employees, including those in precarious work.

The amendments to the Code include the following equal treatment provisions:

• prohibiting differences in rates of wages based on the employment status of employees
• protecting temporary help agency employees from unfair practices, and
• entitling all employees regardless of their employment status, to be informed of employment and/or promotion opportunities

The proposed amendments to Part III of the Code also include authorities to make regulations:

• modifying requirements
• exempting classes of employees, and
• defining terms regarding equal treatment and temporary help agency provisions

The Code amendments will come into force on a day determined by order of the Governor in Council.

Potential impacts on Canadians, including businesses

These regulations may incrementally increase compliance and administrative costs. The "one-for-one" rule and/or the small business lens may apply.

Regulatory cooperation efforts (domestic and international)

This regulatory initiative is not part of a formal bilateral agreement.

Consultations

The Labour Program held initial regulatory consultations between June and August of 2019 with stakeholders from federally regulated industries, including employer and employee representatives.

To inform the development of the regulations, the Labour Program launched an additional consultation with stakeholders between December 21, 2021, and February 21, 2022. Submissions received during this consultation have been assessed and regulatory development is underway.

The proposed regulations were pre-published in Part I of the Canada Gazette on June 28, 2025, with a 30-day period for stakeholders to provide comments. Final regulations are projected to be published in Part II of the Canada Gazette in fall 2025.

On conclusion of the 30-day public comment period, final regulations are expected to be published in Part II of the Canada Gazette in 2026.

Consequential amendments

This initiative will result in consequential amendments to Schedule 2 of the Administrative Monetary Penalties (Canada Labour Code) Regulations.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

April 1, 2020

Enabling act

The Canada Labour Code (the Code) and the Fall Economic Statement Implementation Act, 2023 (Bill C-59) provide authority for this proposed regulatory initiative.

Description

Bill C-59 included the following amendments to the Code:

• the introduction of a new leave related to pregnancy loss that allows employees who experience a stillbirth to take up to 8 weeks of leave of absence, or 3 days of leave in the case of any other form of pregnancy loss. The first 3 days of the leave are paid for employees who have completed at least 3 months of employment
• the introduction of a new leave for placement of child that allows employees to take an unpaid leave of absence for up to 16 weeks for responsibilities related to the placement of a child into their care as a result of adoption or surrogacy. These amendments align with the changes to the Employment Insurance Act that create a new benefit for employees who become parents through adoption or surrogacy, and
• modifications to bereavement leave, an existing leave under the Code, to give employees the right to be reinstated in the same (or comparable) position at the end of the leave, the right to be informed of training opportunities while on leave, the right to accumulate benefits while on leave, and the right to change the length of the leave

The modifications to bereavement leave were made to complement previously introduced amendments to bereavement leave (not yet in force) that were included in An Act to Amend the Criminal Code of Canada and the Canada Labour Code (Bill C-3). These modifications will permit employees to use the leave for up to 8 weeks in the case of the death of a child instead of only 10 days.

To support these changes to the Code, amendments are required to the Canada Labour Standards Regulations, the Standards for Work-Integrated Learning Activities Regulations, and the Administrative Monetary Penalties (Canada Labour Code) Regulations. These regulations will:

• establish the related records that employers will be required to keep
• clarify how the wages for the paid days of leave related to pregnancy loss are to be determined for exceptional cases and when they impact standard hours of work for determining overtime
• allow student interns to access the new leave related to pregnancy loss, and take bereavement leave for up to 8 weeks in the case of the death of a child and change the length of the leave if necessary
• include miscellaneous amendments that would align the regulations with the Canada Labour Code, and
• permit the Labour Program to issue Administrative Monetary Penalties in relation to the new provisions

Potential impacts on Canadians, including businesses

The proposed regulations will have minor compliance and administrative costs. The "one-for-one" rule and/or the small business lens may apply.

Regulatory cooperation efforts (domestic and international)

Alberta, Nova Scotia, Prince Edward Island and Quebec all provide some kind of protected leave of absence specific to situations of pregnancy loss. The implementation of the new provisions under the Code will therefore improve alignment between federal labour standards and similar leave offered in other provinces.

The leave related to placement of child was developed in coordination with a new employment insurance benefit for employees who become parents through adoption or surrogacy. The Labour Program will cooperate with the Skills and Employment Branch of ESDC so that the amendments to both the Code and the Employment Insurance Act come into force at the same time, along with these proposed regulations.

Consultations

In October 2022, the Labour Program held virtual consultation sessions with stakeholders to seek their views regarding the creation of a new paid leave related to miscarriage or stillbirth and supporting regulations. Stakeholders were overall supportive.

The proposed regulations were pre-published in Part I of the Canada Gazette on June 28, 2025, with a 30-day period for stakeholders to provide comments. Final regulations are projected to be published in Part II of the Canada Gazette in fall 2025.

According to Bill C-59, the legislative changes for leave related to pregnancy loss and bereavement leave must come into force by the 540th day after the bill receives Royal Assent, which would be December 12, 2025. The regulations pertaining to these leaves are planned to come into force on the same day.

The legislation related to leave for placement of child must come into force on the same date as amendments to the Employment Insurance Act, which will be set through an Order in Council. The regulations pertaining to this leave will come into force on the same day as these amendments, with the exact date to be determined.

Consequential amendments

No other consequential amendments are required.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program, and types of leaves available for employees working in federally regulated industries and workplaces. Online materials will be updated to include leave related to pregnancy loss, leave for placement of child and the revisions to bereavement leave once these proposed regulations come into force.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

April 2, 2024

Enabling acts

The Administrative Monetary Penalties (Canada Labour Code) Regulations are made pursuant to Part IV of the Canada Labour Code (the Code).

Description

The 2024 Fall Economic Statement announced a need to better protect Canadian workers from wage theft. Therefore, the Labour Program will be consulting the stakeholders on increasing the administrative monetary penalties imposed on federally regulated employers who commit wage theft.

Additionally, the Labour Program is reviewing the Administrative Monetary Penalties (Canada Labour Code) Regulations to ensure penalty amounts are consistent and effectively deter labour standards and occupational health and safety violations.

The Labour Program will consult stakeholders and Indigenous partners on proposed changes to the administrative penalty amounts.

Potential impacts on Canadians, including businesses

There may be potential impacts on Canadians, including businesses. The “one-for-one” rule and/or the small business lens may apply.

Regulatory cooperation efforts (domestic and international)

This regulatory initiative is not part of a formal bilateral agreement.

Consultations

In 2026, the Labour Program will consult stakeholders and engage Indigenous partners to seek their views regarding the proposed regulatory amendments.

The proposed regulations are expected to be pre-published in Part I of the Canada Gazette in 2026, with comments invited from the public.

On conclusion of the public comment period, final regulations are expected to be published in Part II of the Canada Gazette in 2026, with the exact timeline to be determined.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

October 24, 2025

Enabling act

The Canada Labour Code (the Code) provides authority for this proposed regulatory initiative.

Description

The objective of the proposed regulatory initiative is to address health and safety requirements for levels of sound by reflecting current best practices on noise control and hearing loss prevention programming. The initiative will also aim to facilitate compliance with the proposed regulations by:

• updating the references to outdated standards and making them ambulatory (as amended from time to time)
• reducing the risk of hearing impairment by updating exposure limits and thresholds
• requiring employers to implement a hearing loss prevention program, and
• clarifying ambiguous regulatory text

Amendments would be made to the following regulations:

• Aviation Occupational Health and Safety Regulations (AOHSR)
• Canada Occupational Health and Safety Regulations (COHSR)
• Maritime Occupational Health and Safety Regulations (MOHSR)
• Oil and Gas Occupational Safety and Health Regulations (OGOSHR), and
• On Board Trains Occupational Health and Safety Regulations (OTOHSR)

Potential impacts on Canadians, including businesses

There may be potential impacts on Canadians, including businesses. The “one-for-one” rule and/or the small business lens will apply.

Regulatory cooperation efforts (domestic and international)

The proposed regulatory initiative aligns with one of the Government’s priorities to remove interprovincial barriers. It would harmonize the OHS references to technical standards regarding hearing protection, thereby meeting Canada’s commitment under the 2019 National Occupational Health and Safety Reconciliation Agreement. Additionally, the new occupational noise exposure limit that is being introduced would align with the limit that currently exists in all 13 provinces and territories in Canada.

Consultations

The Labour Program held preliminary consultations with targeted external stakeholders in May 2019, August 2019, and January 2020.

Targeted consultations with external stakeholders, including employer and employee representatives, representing federally regulated industries were held in fall 2020.

A questionnaire was circulated to stakeholders, including stakeholders in the marine and oil and gas industries in winter and spring 2023. Similarly, a questionnaire was circulated within the aviation industry in January 2024.

Stakeholders will have a further opportunity to comment on the proposed regulations when they are pre-published in Part I of the Canada Gazette, which is anticipated in fall 2025.

On conclusion of the public comment period, the final regulations are expected to be published in Part II of the Canada Gazette in 2026.

Consequential amendments

This regulatory initiative will result in consequential amendments to Schedule 1 of the Administrative Monetary Penalties (Canada Labour Code) Regulations.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

August 30, 2019

Regulations Amending Certain Regulations Made Under the Canada Labour Code (Personal Protective Equipment)

Enabling act

The Canada Labour Code (the Code) provides authority for this proposed regulatory initiative.

Description

The objective of the proposed regulatory initiative is to address health and safety requirements for personal protective equipment (PPE) by addressing inconsistencies across the five occupational health and safety regulations. This will help address labour mobility barriers in Canada. The focus for this initiative will include updating references to technical standards and the correction of inconsistent terminology (for example, the use of protective vs. protection equipment) and ensuring that PPE fits employees properly despite varying body dimensions and individual needs.

Amendments would be made to the following regulations:

• Aviation Occupational Health and Safety Regulations (AOHSR)
• Canada Occupational Health and Safety Regulations (COHSR)
• Maritime Occupational Health and Safety Regulations (MOHSR)
• Oil and Gas Occupational Safety and Health Regulations (OGOSHR), and
• On Board Trains Occupational Health and Safety Regulations (OTOHSR)

Potential impacts on Canadians, including businesses

There may be potential impacts on Canadians, including businesses. The “one-for-one” rule and/or the small business lens may apply.

Regulatory cooperation efforts (domestic and international)

The proposed regulatory initiative aligns with one of the Government’s priorities to remove interprovincial barriers. It would harmonize the references to technical standards regarding fall protection equipment, protective headwear, protective footwear, and eye and face protection equipment, thereby meeting Canada’s commitment under the 2019 National Occupational Health and Safety Reconciliation Agreement, and the 2021 Pan Canadian Occupational Health and Safety Reconciliation Agreement.

Consultations

A questionnaire was circulated to stakeholders, including stakeholders in the marine and oil and gas industries in winter and spring 2023. Stakeholders will have a further opportunity to comment on the proposed regulations when they are pre-published in Part I of the Canada Gazette which is anticipated in fall 2025.

On conclusion of the public comment period, the final regulations are expected to be published in Part II of the Canada Gazette in 2026.

Consequential amendments

This regulatory initiative will result in consequential amendments to Schedule 1 of the Administrative Monetary Penalties (Canada Labour Code) Regulations.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

December 14, 2022

Enabling act

The Canada Labour Code (the Code) provides authority for this proposed regulatory initiative.

Description

The objective of the proposed regulatory initiative is to improve the health and safety of employees in federally regulated industries by updating exposure limits and regulatory requirements. These amendments:

• add new requirements related to thermal stress, engineered nanomaterials and non-solar ultraviolet radiation
• update radon requirements
• clarify ambiguous regulatory text to reflect best practices
• update referenced standards, and
• improve consistency and harmonization with other provisions within the OHS Regulations

Amendments would be made to the following regulations:

• Aviation Occupational Health and Safety Regulations (AOHSR)
• Canada Occupational Health and Safety Regulations (COHSR)
• Maritime Occupational Health and Safety Regulations (MOHSR)
• Oil and Gas Occupational Safety and Health Regulations (OGOSHR), and
• On Board Trains Occupational Health and Safety Regulations (OTOHSR)

Potential impacts on Canadians, including businesses

These regulations are expected to benefit Canadians in federally regulated workplaces by mitigating exposure to hazardous substances in the workplace. Impacts on Canadians and businesses have been identified. The “one-for-one” rule does not apply; however, the small business lens applies.

Regulatory cooperation efforts (domestic and international)

The regulatory initiative aligns with one of the Government's priorities to remove interprovincial barriers. The adoption of exposure limits for non-solar ultraviolet radiation, and new requirements to reduce the risk of thermal stress will bring federal requirements in alignment with those of many provinces and territories.

The United States of America (U.S.) has regulations from both state and federal levels, and in general, Canada and the U.S. have similar requirements. The Occupational Safety and Health Administration is consulting on their Proposed Rule for a "Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings" standard which outlines requirements for the prevention of heat stress similar to those introduced by this initiative.

The amended radon requirements will be in alignment with the Government of Canada Radon Guideline and industry standards such as the Canadian Guideline for the Management of Naturally Occurring Radioactive Materials (NORM).

Consultations

Consultations with the Occupational Health and Safety Advisory Committee took place in June 2022. The proposed amendments and the expanded scope were presented to members and met with a positive response.

The proposed amendments were pre-published in Part I of the Canada Gazette for public comments in October 2023. The Labour Program has analyzed the feedback received and is taking it into consideration in the development of the final regulations, which are expected to be published in Part II of the Canada Gazette in fall 2025, with a coming into force anticipated a year later.

Consequential amendments

This regulatory initiative will result in consequential amendments to Schedule 1 of the Administrative Monetary Penalties (Canada Labour Code) Regulations.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

October 1, 2015

Enabling act

The Canada Labour Code (the Code) provides authority for this proposed regulatory initiative.

Description

There are 5 main objectives of the proposed regulatory initiative:

1. update definitions, titles, and references in both the new Ontario and New Brunswick nuclear exclusion regulations, including removing reference to Ontario Hydro and Point Lepreau from the respective regulations
2. harmonize the right to refuse dangerous work for Facility Fire Brigade members working at nuclear power plants across Canada
3. repeal the Ontario uranium mine exclusion order
4. repeal the four nuclear exclusion regulations related to Ontario and replace them with one new regulation encompassing the same provisions that are currently included, and
5. update the remaining exclusion regulations for clarity

Amendments would be made to the following regulations:

• Ontario Hydro Nuclear Facilities Exclusion from Part I of the Canada Labour Code Regulations (Industrial Relations)
• Ontario Hydro Nuclear Facilities Exclusion from Part II of the Canada Labour Code Regulations (Occupational Health and Safety)
• Ontario Hydro Nuclear Facilities Exclusion from Part III of the Canada Labour Code Regulations (Labour Standards)
• Ontario Hydro Nuclear Facilities Exclusion Regulations (Use of Tobacco)
• Uranium Mines (Ontario) Employment Exclusion Order
• Point Lepreau, New Brunswick Nuclear Facility Exclusion Regulations (Parts I, II and III of the Canada Labour Code and the Non-Smokers’ Health Act), and
• Saskatchewan Uranium Mines and Mills Exclusion Regulations (Canada Labour Code and Non-Smokers Health Act)

Potential impacts on Canadians, including businesses

The proposed regulations would not impact Canadian small businesses. The proposed amendments would not impose administrative burden on business. This proposal would result in a net reduction of four regulations counted under the "one-for-one" rule.

Regulatory cooperation efforts (domestic and international)

The Labour Program has been engaging with representatives from the Canadian Nuclear Safety Commission and the provinces of Ontario, New Brunswick, and Saskatchewan to discuss changes to the regulations regarding nuclear power plants and uranium mines.

Consultations

The Labour Program held consultations with concerned stakeholders in summer 2019.

Additional consultation sessions with industry stakeholders were held in September 2023.

The proposed amendments were pre-published in Part I of the Canada Gazette for public comments in April 2024.

The Labour Program has analyzed the feedback received and is considering options for the advancement of this initiative. The date of publication of the regulations in Part II of the Canada Gazette will be determined at a later time.

Consequential amendments

This regulatory initiative will not require consequential amendments to Schedule 1 of the Administrative Monetary Penalties (Canada Labour Code) Regulations.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

August 30, 2019

Enabling act

The Canada Labour Code (the Code) provides authority for this proposed regulatory initiative.

Description

The objective of amending the Oil and Gas Occupational Safety and Health Regulations (OGOSHR) is to update outdated provisions and standards. These include:

• update and align current provisions as needed with the Canada Occupational Health and Safety Regulations (COHSR), Maritime Occupational Health and Safety Regulations (MOHSR) and the Atlantic Offshore Accords and regulations
• update references to the most recent Canadian and international standards, and
• correct inconsistencies between the English and French versions, as well as ambiguities raised by the Standing Joint Committee for the Scrutiny of Regulations (SJCSR)

Potential impacts on Canadians, including businesses

There may be potential impacts on Canadians, including businesses. The “one-for-one” rule and/or the small business lens may apply.

Regulatory cooperation efforts (domestic and international)

Regulatory cooperation efforts are ongoing with National Resources Canada (NRCan) and the Canada Energy Regulator (CER).

Consultations

Many regulatory amendments to OGOSHR sections are being made through other initiatives. These other amendments will harmonize, update and correct multiple provisions, which intersect with this initiative.

Stakeholders will have an opportunity to comment on the proposed regulations when they are pre-published in Part I of the Canada Gazette. The pre-publication date of the proposed regulations in Part I of the Canada Gazette has yet to be determined.

Consequential amendments

This regulatory initiative will be reviewed for consequential amendments to Schedule 1 of the Administrative Monetary Penalties (Canada Labour Code) Regulations.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Danijela Hong
Director General
Workplace Directorate, Labour Program
danijela.hong@labour-travail.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

October 1, 2015

Enabling act

The Employment Equity Act provides authority for this proposed regulatory initiative.

Description

The objective of the proposed regulatory initiative is to align text with standard operational practices, address intelligibility to clarify and simplify employer obligations and the enforcement role of the Canadian Human Rights Commission, update an obsolete reference, improve self-identification rates, reduce compliance burden, and streamline the collection of employer representation data.

These amendments will help regulated entities better understand the Employment Equity Regulations (EER) and avoid possible misinterpretation. This will be done by:

• providing clarification on current requirements and contents of reporting forms, and
• clarifying obligations related to record retention

These amendments will also help regulated entities improve self-identification rates by providing more flexibility in defining designated groups on the self-identification questionnaires provided to employees. As well, these amendments will reduce the compliance burden associated with employment systems reviews and employment equity plans by requiring employers to limit employment systems reviews to only those occupational groups and designated groups for which gaps in representation have been identified.

Amendments would be made to the Employment Equity Regulations.

Potential Impacts on Canadians, including businesses

There may be potential impacts on Canadians, including businesses. The “one-for-one” rule and/or the small business lens may apply.

Regulatory cooperation efforts (domestic and international)

This regulatory initiative is not part of a formal bilateral agreement.

Consultations

The Labour Program will continue its consultations with regulated entities in 2025, with opportunities for feedback.

Publication in Part I of the Canada Gazette is expected in winter 2026. Publication in Part II of the Canada Gazette is expected in fall 2026.

Consequential amendments

This regulatory initiative will not result in any consequential amendments to any other legislation or regulation.

Further information

Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.

Departmental contact information

Zia Proulx
Director General
Federal Programs, Labour Program
zia.proulx@hrsdc-rhdcc.gc.ca

Date the regulatory initiative was first included in the Forward Regulatory Plan

December 6, 2024