Federal labour standards, first enacted in 1965, established minimum requirements for work hours, termination notice, and related protections. However, a recent report published in Policy Options noted that the last significant federal update addressing technological change occurred in 1973, when amendments to the Canada Labour Code introduced advance notice and consultation requirements for job losses resulting from new technology. According to the report’s author, Baysal, these protections only cover federally regulated sectors, representing about 6% of the workforce and leaving the majority of workers without adequate safeguards.
This regulatory gap comes at a time when technological advancements are rapidly reshaping the workplace. Recent developments, such as the launch of Anthropic, an AI tool designed for in-house legal teams, have already triggered a sharp sell-off in major legal and data-services stocks. This shift underscores the potential for generative AI to dramatically alter white-collar employment across the corporate landscape.
Baysal also pointed out the diminishing support provided by Employment Insurance (EI). Since the late 1980s, changes entrenched in the 1995 federal budget significantly reduced EI coverage, plummeting from 87% of unemployed Canadians in 1976 to just 38% by 2019. The impact has been particularly severe for women and part-time workers, who have been disproportionately affected by these cuts. This trend raises questions about the adequacy of income security in an increasingly precarious job market.
Across Canada, severance rules are inconsistent, offering only basic protections for workers. While employers are generally mandated to provide notice or pay in lieu of notice, in several provinces—such as British Columbia, Alberta, Manitoba, and Quebec—there is no requirement to offer severance beyond these minimum standards. Consequently, while some workers benefit from better terms through contracts or collective agreements, many receive only the legal minimum, which often falls short of their needs.
Once severance pay ends, laid-off workers can access EI, which replaces only 55% of previous earnings, capped at a maximum of $729 per week based on annual earnings up to $68,900. Baysal argues that these regulations are insufficient to support workers in a fast-evolving economy, particularly one influenced by rapid technological advancements. As AI tools like Anthropic begin to reshape job roles and functions, the need for a comprehensive reevaluation of worker protections becomes increasingly urgent.
With the corporate sector poised for dramatic transformations driven by AI and other technologies, the disconnect between current labour laws and the realities of the modern workforce poses significant challenges. As the landscape continues to evolve, stakeholders will need to consider how to better protect workers and ensure that safeguards keep pace with technological change. The future of work, influenced heavily by advancements in AI, demands a proactive approach to labour standards that accommodates the needs of a shifting employment paradigm.
See also
Minnesota Lawmakers Propose Five AI Bills to Protect Children and Limit Surveillance
OpenAI’s Rogue AI Safeguards: Decoding the 2025 Safety Revolution
US AI Developments in 2025 Set Stage for 2026 Compliance Challenges and Strategies
Trump Drafts Executive Order to Block State AI Regulations, Centralizing Authority Under Federal Control
California Court Rules AI Misuse Heightens Lawyer’s Responsibilities in Noland Case
