Workplace Health and Safety Obligations for Canadian Employers in 2026: A Cross-Provincial Guide

The extended transition period for Canada's updated Workplace Hazardous Materials Information System (WHMIS) ended on December 14, 2025 . As of that date, every employer, supplier, and importer in Canada must be in full compliance with the amended Hazardous Products Regulations (HPR) under the federal Hazardous Products Act . There is no longer any grace period. The amendments align Canada with Revision 7 of the Globally Harmonized System of Classification and Labelling of Chemicals (GHS) , along with selected elements of GHS Revision 8. Key changes employers must have implemented include: New hazard class — "Chemicals Under Pressure": An entirely new physical hazard class has been added to the HPR. Products that meet the criteria must now carry the appropriate hazard pictogram, signal word, and hazard statements on their labels and Safety Data Sheets (SDS). Renamed category — "Aerosols" (formerly "Flammable Aerosols"): The class has been broadened and renamed. A new Category 3 now captures non-flammable aerosols, meaning products that were previously outside WHMIS scope may now be captured. Flammable Gases sub-categories: Category 1 has been split into Category 1A and Category 1B , requiring more granular classification and labelling. SDS Section 9 revisions: Particle characteristics have been added as a required property, while evaporation rate has been removed . Employers must ensure that all Safety Data Sheets and workplace labels have been updated, that worker education programs reflect the new hazard classes and categories, and that inventories of hazardous products have been re-assessed against the amended criteria. Penalties for non-compliance are significant. Depending on the nature and severity of the violation, fines range from $250,000 to $5 million CAD under the Hazardous Products Act . Federally regulated workplaces must ensure that WHMIS training is reviewed at least yearly under the Canada Occupational Health and Safety Regulations , which are current to January 19, 2026. Looking for workplace health and safety training? Our sister platform, TrainGuard Academy , offers online training courses designed for Canadian workplaces — including WHMIS 2015/GHS training, workplace violence prevention, first aid, and OHS compliance across all Canadian jurisdictions. Courses are aligned with federal and provincial requirements. Ontario has introduced several notable changes to its occupational health and safety framework that took effect on January 1, 2026 . Administrative Monetary Penalties (AMPs) Under new Section 69.1 of the Occupational Health and Safety Act (OHSA) , the Ontario Ministry of Labour, Immigration, Training and Skills Development can now issue Administrative Monetary Penalties as an alternative to prosecution . This gives inspectors a faster, more flexible enforcement tool. Rather than pursuing lengthy court proceedings for every contravention, the Ministry can now levy monetary penalties administratively, streamlining enforcement and increasing the likelihood that non-compliant employers face tangible consequences. Washroom Cleaning Records Ontario employers are now required to maintain documented washroom cleaning records that include the date and time of the two most recent cleanings (this requirement applies specifically to construction projects) . This requirement formalizes a basic hygiene standard and makes compliance easily auditable during workplace inspections. Defibrillator Reimbursement Program Although not a direct OHS obligation, Ontario's defibrillator reimbursement program — offering up to $2,500 per unit between July 2025 and June 2027 — provides a financial incentive for employers to equip their workplaces with automated external defibrillators (AEDs). Employers should consider taking advantage of this program as part of their broader emergency preparedness planning. Preventing workplace violence and harassment has become a central pillar of OHS legislation across Canada. While the core obligation — that employers must take every reasonable precaution to protect workers — is universal, the specific regulatory mechanisms vary by jurisdiction. Alberta (Effective March 31, 2025) Alberta now requires employers to maintain a combined workplace harassment and violence prevention plan . Previously, harassment and violence were addressed in separate policy instruments. The consolidated approach is intended to reduce administrative complexity and ensure that employers address the full spectrum of harmful workplace conduct in a single, coherent framework under the Occupational Health and Safety Act and its regulations. Nova Scotia (Effective September 1, 2025) Nova Scotia introduced a requirement that all employers must implement a formal Preventing Harassment Policy . This policy must be reviewed at a minimum every three years . Additionally, as of July 15, 2025 , Nova Scotia introduced a new Duty to Cooperate following workplace injuries: employers must contact the injured emp