Next Public Holiday – Monday, May 18, 2026
Victoria Day is recognized as a public holiday Federally as well as in British Columbia, Alberta,
Saskatchewan, Manitoba, Ontario, Yukon Territory, Northwest Territories, and Nunavut. Employees in
these jurisdictions are generally eligible for a day off with public holiday pay, subject to applicable
employment standards legislation.
‍For more information on what public holiday pay means and what happens if an employee works on a
holiday, please refer to your applicable provincial or territorial employment standards website.

Manitoba – Upcoming Health and Safety Regulation Changes for Washrooms
Manitoba has passed legislation that as of September 1, 2026, employers will be required to have
disposal containers near all toilets, and employers will be required to provide free menstrual products at
each toilet, or if not reasonably practicable, at another workplace location that is always accessible and
offers a reasonable amount of privacy.

Update to minimum wage
Quebec’s minimum wage will increase from $16.10 to $16.60 per hour, effective May 1, 2026
Announced on March 24, 2026, the Federal minimum wage was increased to $18.15 per hour as of April
1, 2026.

Next public holiday – Friday, April 3, 2026
Good Friday (April 3, 2026) is recognized as a public holiday federally as well as in British Columbia, Alberta, Saskatchewan, Manitoba, Ontario, Nova Scotia, New Brunswick, Prince Edward Island, Newfoundland and Labrador, Yukon Territory, Northwest Territories, and Nunavut. Employees in these jurisdictions are generally eligible for a day off with public holiday pay, subject to applicable employment standards legislation.

Quebec doesn’t observe Good Friday as a statutory holiday, as employers may choose to observe either Good Friday or Easter Monday.

For more information on what public holiday pay means and what happens if an employee works on a holiday, please refer to your applicable provincial or territorial employment standards website.

Updates to minimum wages effective April 1, 2026
Prince Edward Island – Prince Edward Island’s minimum wage will increase from $16.00 to $17.00 per hour.
Nova Scotia – Nova Scotia’s minimum wage will increase from $16.50 to $16.75 per hour.
New Brunswick – New Brunswick’s minimum wage will increase from $15.65 to $15.90 per hour.

Ontario – New policies for employers with 25+ employees
Employers with 25+ employees as of January 1, 2026, must have a Disconnecting from Work Policy and an Electronic Monitoring Policy in place by March 1, 2026. Both policies must be provided to employees within 30 days of being prepared or updated and must be provided to new employees within 30 days of being hired.

‍Reminder – Daylight Savings Time
Daylight Savings Time begins on March 8. At 2 A.M. local time, time will move ahead one hour to 3 A.M.

Next public holiday – Monday, February 16, 2026
Family Day is a public holiday in British Columbia, Alberta, Saskatchewan, Manitoba (Louis Riel Day), Ontario, Nova Scotia (Heritage Day), Prince Edward Island (Islander Day), and New Brunswick. Employees in those provinces are eligible for a day off with pay.For more information on what general holiday pay means and what happens if an employee works on a holiday, refer to your provincial employment standards site.

‍Ontario – Pay transparency requirements (Effective January 1, 2026)
Ontario’s new pay transparency regulations are now in effect. Employers must ensure that: All publicly advertised job postings include expected compensation or a salary range Recruiters and hiring managers do not request candidates’ salary history Annual Pay Transparency Reports are prepared and filed (for employers who meet reporting thresholds; further provincial details pending) Employers should update postings, hiring processes, and internal documentation to remain compliant.

‍Saskatchewan – Bill 5, The Saskatchewan Employment Amendment Act, 2024 (Effective January 1, 2026)
Saskatchewan has implemented several amendments to The Saskatchewan Employment Act under Bill 5.  Work scheduling and hours of work Employers may now define a workday as either a calendar day or a 24-hour period beginning at the start of a shift, providing more scheduling flexibility Tips and gratuities Employers are now prohibited from withholding or deducting employee tips, except in limited circumstances Medical notes  Employers may only request a medical note after more than five consecutive days away, or after two absences of two or more working days in the previous year. Expanded leave entitlements Serious illness leave: Increased from 12 to 27 weeks Interpersonal violence leave: 10 days (five paid, five unpaid) plus up to 16 weeks of additional unpaid leave Bereavement leave: May be taken up to six months after a death and now includes individuals “like family”, and pregnancy loss of the employee, the employee’s family member, or if the employee would have been a parent to a child born because of pregnancy Maternity leave: Increasing eligibility for leave due to loss of pregnancy from 13 to 20 weeks before birth date Group terminations Notice requirements now apply when 25 or more employees are terminated (previously 10) Youth employment Stronger protections and updated rules for workers under the age of 16, including alignment with Occupational Health and Safety (OHS) requirements Other notable updates Part-time employees may participate in modified work arrangements The requirement for two consecutive rest days in retail has been eliminated The Director of Employment Standards has expanded powers to order compensation, reinstatement, or removal of discipline in cases of discriminatory action

‍Alberta – Extending long-term illness and injury leave (Effective January 1, 2026)
Effective January 1, 2026, the maximum duration of the job protected leave for long term illness and injury under Alberta’s Employment Standards Code will increase from 16 weeks per calendar year to 27 weeks per calendar year. Employers may need to update their policies and disability management procedures as a result of this change.