Human Rights and Anti-Discrimination Laws in Canadian Workplaces: A 2026 Guide

Every worker in Canada is protected from discrimination by a layered system of human rights legislation. At the federal level, the Canadian Human Rights Act (R.S.C., 1985, c. H-6) applies to federally regulated workplaces, including banking, telecommunications, interprovincial transportation, and the federal public service. It prohibits discrimination on grounds including race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and conviction for which a pardon has been granted or a record suspension has been ordered. Each province and territory has its own human rights statute for provincially regulated employers. For example, the Ontario Human Rights Code (R.S.O. 1990, c. H.19) prohibits discrimination on grounds including race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status, and disability. In British Columbia, the Human Rights Code (R.S.B.C. 1996, c. 210) similarly prohibits discrimination in employment on grounds including race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, and age. Although the lists vary somewhat by jurisdiction, the principle is the same across Canada: employers cannot make decisions about hiring, promotion, compensation, discipline, or termination based on characteristics unrelated to the employee’s ability to perform the job. Employers with staff in multiple provinces must comply with the law of each jurisdiction in which they operate. Workplace harassment, including sexual harassment, is also recognized as a form of discrimination under Canadian human rights law. Federally regulated employers must comply with the Canada Labour Code (R.S.C., 1985, c. L-2) and related harassment and violence rules. Provincial occupational health and safety statutes impose parallel obligations. Employers must maintain policies, investigate complaints promptly, and take corrective action where warranted. The Pay Equity Act (S.C. 2018, c. 27, s. 416) is a proactive federal law that requires employers in federally regulated sectors with 10 or more employees to establish pay equity plans and address gender-based pay gaps. Instead of relying on individual complaints, the Act requires employers to review compensation systems, compare predominantly male and predominantly female job classes of equal value, and close any identified gaps. Several important deadlines fall in 2026: February 28, 2026: RCMP pay equity plan due. November 1, 2026: Private-sector employers with 50 or more employees must file their first annual pay equity reports with the Pay Equity Commissioner. Covered employers must establish a pay equity plan within three years of becoming subject to the Act, update the plan every five years, and file annual compliance declarations. For the Core Public Administration, hundreds of job classes across dozens of departments have been identified, with pay adjustments retroactive to September 4, 2024. The Pay Equity Commissioner, Lori Straznicky, oversees administration and enforcement. Employers that fail to meet their obligations may face administrative monetary penalties. Provincial governments have also moved toward greater pay transparency. Ontario Amendments to the Employment Standards Act, 2000 (S.O. 2000, c. 41) that took effect on January 1, 2026 require employers with 25 or more employees to: Include the expected salary or pay range in publicly advertised job postings for positions paying under $200,000 per year, Disclose whether artificial intelligence is used in any part of the hiring process, Indicate whether the advertised position is actually vacant, and Avoid posting requirements such as “Canadian work experience” where those requirements create barriers for immigrant workers. British Columbia Under the Pay Transparency Act (S.B.C. 2023, c. 18), employers must include the expected pay or pay range in publicly posted job opportunities. The Act also prohibits employers from requesting pay history from applicants and from retaliating against employees who disclose their pay or ask about pay transparency reporting. Together, these laws complement federal pay equity rules by increasing transparency at the hiring stage. A central feature of Canadian human rights law is the duty to accommodate. Employers must accommodate needs related to protected grounds, such as disability, religion, or family status, up to the point of undue hardship . The burden of proving undue hardship rests on the employer. Accommodation is a shared process, but employers must take meaningful and proactive steps. Workers who experience discrimination or harassment may file complaints with the appropriate body: Federal: Canadian Hu