Federal Post
Consultations on Potential Amendments to Canada Labour Code Launched
Date: May 6, 2026
In April 2026, the Government of Canada announced the launch of consultations on ways to modernize the federal labour relations framework and ensure better protection and support of workers. The Government also released a Backgrounder: Consultation document for Building Canada Strong for All – Powered by Canada’s Workers (consultation document) which provides context on the potential changes and outlines key questions for stakeholder feedback.
The objective of the consultations is to gather stakeholder feedback on potential policy measures and/or legislative amendments to strengthen the Canada Labour Code (Code) to inform the Government’s policy approach to fortifying the federal labour relations framework, including the federal collective bargaining framework. The Code regulates federally regulated industries and workplaces.
We encourage federally regulated employers to review the questions set out in the Backgrounder and to consider providing feedback, as your experience and input can help to shape the government’s approach to what could be significant amendments to the federal labour relations framework.
Written submissions have been requested from employers and employer representatives, unions and employee groups and other key stakeholders by May 25, 2026, and they can be submitted to: esdc.nc.labour.consultations-travail.nc.edsc@hrsdc-rhdcc.gc.ca.
Consultations with stakeholders on measures being explored will also occur in targeted virtual and in-person roundtables, through targeted virtual consultations, and by discussion through existing forums such as the Labour Standards Advisory Committee, the Occupational Health and Safety Advisory Committee, and through the new Tripartite Advisory Council for Labour Policy.
Input will be published in a “What We Heard” report “and carefully analyzed to inform policy decisions.”
The announcement and accompanying consultation document indicate that the Government is seeking stakeholder feedback on the measures outlined below.
Measures to Strengthen the Collective Bargaining Framework
- Revising the timelines for direct bargaining
- Revising the conciliation and cooling off timelines
- Revising the timeline for notice of strike or lockout
- Creating a new special mediator role
- Reviewing section 107
- Assessing examples of bargaining approaches from other jurisdictions
- Introducing expedited grievance arbitration provisions
Additional Measures to Strengthen Labour Relations and Supports for Workers
- Strengthening training supports for workers impacted by artificial intelligence and automation
- Strengthening protections against misclassification and wage theft
- Strengthening workplace health and safety protections, and working on labour mobility to harmonize training standards and regulations
- Extending successor rights in cases of contract retendering
- Sustaining the Wage Earner Protection Program (WEPP) to ensure its integrity
- Other potential changes to the Code that could help strengthen labour relations and supports for workers
Summary
Federally-regulated employers and employer representatives, unions, employee groups and other key stakeholders who wish to provide written submissions to the federal government on these matters should be aware that their deadline to do so is May 25, 2026, and that they should be submitted to: esdc.nc.labour.consultations-travail.nc.edsc@hrsdc-rhdcc.gc.ca.
These potential Code reforms could reshape the federal collective bargaining framework and related employer obligations. If you have questions about how these proposed changes may affect your workplace, please contact your Hicks Morley lawyer for assistance.
The article in this client update provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Hicks Morley Hamilton Stewart Storie LLP and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Hicks Morley Hamilton Stewart Storie LLP. ©