As we enter 2025, Canadian businesses are greeted with a fast-changing regulatory landscape. With pay transparency to federal reporting standards, HR departments need to be on their toes. In this article, the author provides the top 12 compliance areas to watch in the coming year, so operations can run smoothly and legal mistakes are avoided.
1. Pay Transparency Rules
British Columbia’s Pay Transparency Act requires salary ranges in job postings, and Ontario will follow suit from January 1, 2026. Employers need to get ahead of the curve and include salary bands proactively to remain compliant and competitive.
2. Temporary Foreign Worker Program (TFWP) Wage Thresholds
Employers who employ through the TFWP need to adapt to new wage thresholds as of June 27, 2025, in almost all provinces. Make sure your payroll system highlights roles under TFWP to prevent penalties.
3. Provincial “Working for Workers” Acts (Ontario)
Ontario’s multiple Acts (Four, Five, Six) require job ad transparency, tip allocation policy, extended unpaid illness leave, and OHS fines. Update your HR policies and internal tracking records accordingly.
4. Federal Labour Code Amendments
Federalized employers are required to update sick leave entitlements, limit replacement workers in labour disputes (Bill C‑58 coming into effect on June 20, 2025), and make preparations for intensified supply‑chain reporting.
5. New Health & Safety Standards
The federal code now encompasses “psychological health” within “health and safety” (as of Sept 1, 2025). Provinces such as Ontario, through OHSA, are adopting more stringent PTSD and mental-health safeguards.
6. New Harassment and Violence Policies
The Canadian provinces, particularly Quebec with Bill 42 and Ontario with C‑65, require strong workplace violence and harassment policies. Implement written prevention programs and ongoing training.
7. Accessibility & Disconnect Policies
Ontario and Manitoba need accessibility regulations and “right to disconnect” policies for larger employers. Federal employers also need to draw up disconnecting-from-work policies. Best practice: automate policy delivery and employee sign-in.
8. Remote/Gig Worker Compliance
BC’s gig workers are now technically employees in most situations. Make sure classification audits account for remote and platform-based positions.
9. Privacy & Data Protection
As AI hiring tools increase, employers need to adhere to PIPEDA and regional privacy legislation (e.g., Alberta, BC, Quebec). Periodically review collection processes and protect candidate information.
10. Contractor versus Employee Classification
CRA and provincial authorities have intensified their focus on the employee classification of workers. Misclassified workers face back taxes and benefits risk—perform frequent compliance audits.
11. Records Retention & Reporting
Provincial jurisdictions (such as Quebec) need employment details in writing for new employees by July 1, 2025. Federally regulated employers need to comply with supply-chain transparency requirements and labour reporting.
12. DEI and Pay Equity Reporting
Diversity metrics disclosure is now mandatory in B.C. and Ontario. Federal agencies need to report under the Employment Equity Act, assuring fair representation and pay.
Why This Matters
Overlooking these updates threatens expensive fines, employee disengagement, and reputational harm. With jobs spanning provinces and nations, global workforce compliance is a vital capacity, not an afterthought.
GPS software assists with automating these complexities. Monitor rule changes, produce policy templates localized to each state or province, handle disclosures, and confirm employee acknowledgement, all within one platform, without guesswork from lawyers.
Action Plan for HR Teams in 2025
- Review compliance across federal and provincial mandates.
- Update job postings to include new requirements for pay transparency.
- Upgrade contracts and gig policies with a focus on classification, remote work, and OHS.
- Use strong H&S and mental-health programs with digital record‑keeping.
- Implement a digital HR platform such as GPS to consolidate policy, tracking, and reporting.
Looking ahead
Mid‑2025 sees more developments: Saskatchewan and Alberta introducing gig‑worker protections, Quebec broadening harassment legislation, and Ontario projecting remote policy guidelines. Keep ahead with real-time regulatory notifications.
Adapting now saves time and budget later, while building your organization’s reputation for fairness, transparency, and legal compliance.
In short, these 12 compliance areas are non-negotiable in 2025. An active HR team that invests in digital infrastructure and policy preparedness will not only be penalty-free but also empower employees with clarity and trust.
In regard to managing changing regulations and streamlining global workforce compliance, look to the power of the Global People Strategist. Their platform helps you through proper reminders and updates across jurisdictions so that HR, Legal, and Finance departments can do what they do best: strategy, not paperwork.
