First published on Monday, November 2, 2026
Last updated on Friday, October 30, 2026
Welcome to HR Heartbeat, where we take a look at the most pressing HR and employment law stories. With over a decade of business leadership experience, I share my perspective on current trends impacting your business, alongside my own commentary on all things HR and legal.
Express Entry changes could help employers retain skilled foreign workers
Canada is set to reintroduce points for qualifying job offers under Express Entry on November 3, 2026, giving eligible foreign workers in designated high-wage occupations up to 100 additional Comprehensive Ranking System (CRS) points.
As an employer, it’s important to review your job descriptions and NOC classifications to ensure they accurately reflect employees’ actual duties. Also ensure job offers linked to your business are genuine, meet legitimate business needs, and comply with applicable employment and recruitment laws.
Misrepresenting job duties to secure immigration benefits or charging workers illegal fees for job offers can expose employers to serious consequences so ensure you review qualifying job offers and ensure their documentation is accurate and up to date.
New federal rules target wage differences based on employment status
New Canada Labour Code (CLC) rules took effect on October 20, 2026, mandating federally regulated employers to review their pay practices.
The new rules prevent employers from paying employees different rates for substantially the same work based on employment status, such as whether they work part-time, full-time or on a temporary basis, subject to applicable exceptions
These changes could create compliance challenges for employers with existing pay structures or Pay Equity Act plans. For example, pay equity adjustments for one job class could raise questions about whether employees in different employment categories performing comparable work are being paid in compliance with the new rules.
If these changes apply to your industry, now’s the time to review job classifications, identify comparable roles and assess whether any differences in pay are based on permitted factors rather than employment status alone. If there are any pay gaps, document the reasons behind them and check that your current pay equity plan aligns with the new rules so you can address potential issues before they become costly disputes.
With the changes now in effect, employers should keep employee records organized, maintain up-to-date employment documents and review their compensation practices to identify and address potential compliance gaps
Forced labour import rules could put businesses under greater scrutiny
Canada’s proposed crackdown on forced labour imports is raising questions about how businesses can protect workers while strengthening supply chain accountability.
According to a recent report, banning goods linked to forced labour without addressing the underlying issues could cost workers their jobs, or push production towards suppliers with less oversight. Instead, employers are encouraged to use their influence to improve working conditions and secure remedies for affected workers.
The report also highlights risks facing migrant workers, including recruitment debt, confiscated identity documents and restricted movement. Which puts them in a particularly difficult position where they’d need confidential reporting channels and stronger protection against retaliation.
So, what does this mean for employers?
Canada has required certain entities to report on forced and child labour risks since January 2024. But there are still many gaps. Only 61.7% of reporting entities said they train employees on forced and child labour, according to federal data.
That’s why it’s important to do your part by reviewing supply chain practices, strengthening employee training and ensuring your suppliers’ reporting processes support meaningful action to prevent exploitation.
And that’s a wrap from me. Come back next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
