The introduction of tariffs on Canadian goods is predicted to have far-reaching consequences for both American and Canadian economies. We’re here to help you stay informed and understand the implications of tariffs and how you can effectively manage your workplace amid ongoing economic uncertainty.
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We are continuously monitoring developments and will update this page regularly with the latest information and impacts on the workplace.
This article considers recent Canada-U.S. trade developments through a collective bargaining lens, highlighting practical lessons for employers on deadline pressure, walkaways, credible alternatives and preserving bargaining relationships.
On August 25, 2026, the federal government announced approximately $27.6 billion in counter-tariffs and a $7.5 billion support package . This article outlines the measures announced to date and the practical considerations for employers evaluating workforce and business planning options.
On August 22, 2026, Prime Minister Mark Carney announced that Canada would suspend trade negotiations with the United States following the breakdown of trade talks and would respond to newly imposed U.S. tariffs with retaliatory measures. The federal government has indicated that Canada’s response will take effect on September 8, 2026 and will include targeted tariffs on imports from the United States in sectors such as steel, dairy, appliances, agricultural equipment, pulp and paper, and electronics.
On August 13, 2025, the Ontario government launched the Protect Ontario Financial Program (the “Program”), which is the first phase of the $5 billion Protecting Ontario Account that was announced in the 2025 provincial Budget. The Program will provide up to $1 billion in liquidity support (in the form of term loans) to businesses that are subject to section 232 tariffs, which include the steel, aluminium and auto sectors.
On April 9, the Federal Government released the full text of the temporary Employment Insurance (EI) relief measures. These temporary relief measures confirm the mechanics through which regional unemployment rates will be boosted, earnings allocation and repayment rules for separation-related payments are suspended, and the one-week waiting period for all EI claims will be waived.
The current tariff disputes triggered by the U.S. administration have left many understandably dazed and confused. However, amid these increasingly turbulent tariff disputes, some perspective can be gained by considering the actions of the participants through basic negotiation theory – theory that we interact with and employ regularly at the collective bargaining table.
On March 22, 2025, the federal government announced that it will be implementing a pilot project, temporarily amending the Employment Insurance (EI) Regulations. These temporary measures are in addition to the special measures for the EI Work-Sharing Program, which are in effect from March 7, 2025, to March 6, 2026.
If you are an employer being impacted by the threat of U.S. tariffs, special measures introduced to the Employment Insurance Work-Sharing Program may be a valuable tool.
Whether the current tariffs remain in place or not, understanding them and considering how to effectively navigate them will leave employers better prepared in the face of uncertainty.
The economic uncertainty caused by the prospect of tariffs has led employers to consider temporary layoffs and mass terminations. However, such measures can contribute to employees’ sense of job insecurity and cause employers to struggle to retain skilled employees.
While the threat of tariffs on Canadian goods and products has been temporarily paused, the potential for a tariff war in the near future has caused considerable uncertainty for many Canadian workplaces.
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