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Legislative Changes

Stay up to date with Provincial legislative changes!

Use the link below to stay up to date with the changes to the legislation from the Government of Manitoba.

Workplace Safety and Health regulation and a list of amendments in PDF

Provincial Legislation

Current as of: April 16, 2020

Province Introduces Workplace Safety and Health Amendment Act

The Workplace Safety and Health Amendment Act is being amended to strengthen penalties for serious workplace infractions, Finance Minister Scott Fielding announced today.

These amendments would ensure Manitoba remains a safe and healthy place to work, as well as a competitive and attractive place to do business. Also, to ensure that workplaces are safe for workers, as safety is a priority for the government.

The bill would strengthen deterrents for the most serious contraventions and would better align Manitoba with other jurisdictions. First offence maximum penalties would increase under the act to $500,000 from $250,000 and to $1,000,000 from $500,000 for a second or subsequent offence.

The amendment would improve mechanisms for collecting penalties levied by the courts for purposes of educating the public on workplace injury and illness prevention. The proposed bill introduces new provisions that would prevent frivolous or vexatious appeals from being forwarded to the Manitoba Labour Board.

The changes proposed in The Workplace Safety and Health Amendment Act stem from the legislated five-year review of the act.

Workplace Safety and Health Committee Minutes

Workplace Safety and Health Committee Minutes will no longer be required to be sent to the Workplace Safety and Health Branch based on current amendments to the Regulation.

Subsection 3.7(2) of the Manitoba Workplace Safety and Health Regulation previously stated that "An employer or prime contractor must, within seven days of receiving a copy of the minutes of a committee meeting, ensure that a copy is sent to the branch and to each committee member."

It has now been amended to "An employer or prime contractor must, within seven days of receiving a copy of the minutes of a committee meeting, ensure that a copy is sent to each committee member.

Provincial Workplace Safety & Health Regulations amendment 128/2019, Published October 1, 2019

On October 1, 2019, the Manitoba government introduced changes to Part 15 of the regulations by adding "Hazardous Confined Space". The application of Part 15 now applies to every workplace where a worker works in a confined space or a hazardous confined space.

A hazardous confined space" means a confined space that is or may become hazardous to a worker who enters or is in the space due to:

(a) the design, construction or atmosphere of the space;

(b) materials or substances in the space;

(c) the work activities or processes in the space; or

(d) any other conditions within or related to the space.

An addition of Section 2.19 Alcohol and drug consumption will be noticed after Section 2.18 of the Regulations which states the duties of the employer in relation to drug and alcohol consumption. Several definitions and Standards have also been repealed or amended.

Federal Legislation

Current as of: June 29, 2020

Requirements for employers to prevent harassment and violence in federally regulated workplaces

From: Employment and Social Development Canada

As of January 01, 2021, federally regulated employers are required to

  • understand the definition of workplace harassment and violence,
  • develop a workplace harassment and violence prevention policy with the policy committee, the workplace committee or health and safety representative, and
  • assess the risk of workplace harassment and violence

Before January 1, 2021, you need to continue to:

Part XII of the Canada Occupational Health and Safety Regulations has been updated.

These updates reflect new industry standards on safety equipment and will ensure that employees covered by the Code are using modern safety technology. Employees are now better protected from potential health or safety hazards in the workplace.

Updates have been made to the systems, procedures, clothing and safety material listed below:

  • protective headwear
  • protective footwear
  • eye and face protection
  • respiratory protection
  • skin protection
  • fall-protection systems
    • requirement has changed from 2.4m to 3m
  • protection against drowning (personal flotation devices)
  • protection against moving vehicles
  • records
  • instructions and training
  • defective protection equipment

Federal anti-harassment and violence legislation receives Royal Assent

Bill C-65 aims to strengthen provisions in the Canada Labour Code by putting into place one comprehensive approach that takes the full spectrum of harassment and violence into consideration. Among other obligations, the Bill provides that employers:

  1. PREVENT incidents of harassment and violence
  2. RESPOND effectively to these incidents if and when they do occur
  3. SUPPORT affected employees
  4. INVESTIGATE, RECORD and REPORT all hazardous occurrences

April 29, 2019: Pre-publication of proposed regulations in Canada Gazette, Part I for a 30 day public comment period

Winter 2019: Publication of a summary of feedback received during the online regulatory consultations

2020: Anticipated coming into force of the regulations and legislation

Legislation to better protect workers receives Royal Assent

New legislation has been introduced that will modernize federal labour standards to better protect Canadian workers. The legislation makes changes to improve employees eligibility for entitlements such as:

  • general holiday pay;
  • sick leave;
  • maternity leave and parental leave

The legislation also makes improvements to the Wage Earner Protection Program (WEPP) that increase the maximum financial support provided to workers who are owed wages when their employer files for bankruptcy from four weeks to seven weeks.

2020: Coming into force of the regulations and other legislative amendments

Bill C-86 Brings Major Changes

Federally regulated employers will be affected by new rules around pay equity, leaves of absence, vacation, temporary help agencies and terminations when Bill C-86 takes effect.

On October 29, 2018, the Government delivered on its commitment to replace the current complaint-based approach to pay equity in the federal jurisdiction with a proactive system by tabling new proactive pay equity legislation as part of Budget Implementation Act, 2018, No. 2 (Bill C-86). The Pay Equity Act will bring about a dramatic shift in how the right to pay equity is protected in federally regulated workplaces. It will direct employers to take proactive steps to ensure that they are providing equal pay for work of equal value.

Some of these changes include:

Notice of Work Schedule: Employers must provide written notice to employees of their work schedule at 96 hours before the start of the first work period, subject to certain exceptions. Employees have the right to refuse to work any periods or shifts that start within 96 hours of the time the schedule is provided to them, subject to certain exceptions.

Rest Periods: Employees are entitled to a rest period of at least eight consecutive hours between shifts, subject to certain exceptions.

Unpaid Breaks: Employees are entitled to an unpaid break of at least 30 minutes during every period of five consecutive hours of work, subject to certain exceptions.

Rest Periods: Employees are entitled to a rest period of at least eight consecutive hours between shifts, subject to certain exceptions.

Effective as of September 1, 2019

Bill C-63

Bill C-63 will support employees in achieving better work-life balance and benefit employers through increased productivity, decreased absenteeism, enhanced recruitment and retention, and more flexible and effective workforce utilization. They will also support women's participation in the labour market and help foster greater gender equality in Canada's workforce and contribute to inclusive growth.

Some of these changes include:

Notice of Shift Change: The employer must give an employee at least 24 hours advance written notice of a shift change.

Right to Refuse Overtime: An employee may refuse to work overtime in order to carry out their family responsibilities as specified and subject to certain exceptions.

Effective as of September 1, 2019

Enforcement Exemptions from Bill C-86/C-63:

According to the Interpretations, Policies and Guidelines used by enforcement teams,the following positions in trucking will not be subject to the 96-hour notice of work schedules and 24 hours notice of shift changes when the provisions took effect Sept. 1:

  • Truck Driver (also exempt from 8-hour consecutive rest period between shifts)
  • Courier Driver
  • Material Handlers/Warehouse Workers
  • Shipper-Receiver

There is also a "Soft exemption" for the 30-minute break. It is required to allow for a 30-minute break for every five consecutive hours of work. However, this does not mean that the employee needs to take the break, as long as it's in the carriers policy that the employee can take a 30-minute break every 5-hours, then the employee can choose whether or not they keep driving or take the break.

The Canadian Trucking Alliance says they are working with Employment and Social Development Canada on addressing concerns regarding other job titles.


The Federal Labour Program develops interpretations, policies and guidelines (IPGs) for specific provisions of the acts and related regulations under its responsibility, including the Canada Labour Code the Employment Equity Act and the Government Employees' Compensation Act . IPGs are intended to ensure that legislation is interpreted consistently and that programs are delivered effectively across the country by Labour Program employees trained in interpretation of regulatory requirements. In support of the Government's commitment to reduce regulatory red tape burden for employers, the Federal Labour Program ensures that its IPGs are updated, easily accessible, written in plain language, and based on stakeholder needs and feedback.