Stay ahead of workplace trends in 2026 скачать в хорошем качестве

Stay ahead of workplace trends in 2026

Colleagues from Ontario, Quebec, Alberta, and British Columbia shared insights on pivotal trends from 2025 and practical strategies to help employers navigate the year ahead. Key developments and implications for 2026 ▪️National-level changes: Expanded leave entitlements – pregnancy loss leave (up to 8 weeks), bereavement leave for child death (up to 8 weeks), upcoming child placement leave (16 weeks), and Right to Disconnect regulations expected in 2026. ● Business action: Update policies, communicate entitlements to employees, and prepare systems for compliance. ▪️Alberta: Key human rights and termination case decisions, updates to harassment and violence policies, and long-term illness/injury leave increased to 27 weeks. ● Business action: Review termination provisions and HR policies to align with updated legislation and case law. ▪️Quebec – Hybrid and remote work: Employers retain management rights over work location, but changes to remote work arrangements require consent or documentation, especially where collective agreements apply. ● Business action: Review hybrid and remote work policies, ensure collective agreements are considered, and communicate expectations clearly. ▪️British Columbia: Introduction of serious personal injury/illness leave (up to 27 weeks) and case law clarifying termination and retirement/resignation obligations. ● Business action: Update contracts and leave policies and ensure termination provisions are enforceable. ▪️Ontario – Emerging issues: Off-duty social media conduct, absenteeism, last chance agreements, vaccination policies, and constructive dismissal risks following leave. ● Business action: Train managers, review agreements, and ensure leave-related decisions comply with employment standards. How our Employment and Labour team can support you ▪️Policy reviews and updates: Ensure leave policies, telework arrangements, and HR practices comply with federal and provincial requirements. ▪️Employment risk management: Provide guidance on termination, disciplinary measures, and workplace investigations. ▪️Training and guidance: Equip HR teams and management with tools to navigate emerging trends, including remote work, off-duty conduct, and hybrid workplace policies. ▪️Strategic planning: Advise on workforce planning, risk mitigation, and compliance strategies to stay ahead in 2026.