A March 2026 policy analysis from IRPP (Institute for Research on Public Policy) concludes that Canada’s labour protections and workforce development policies are not adequately prepared for AI-driven workplace disruption. The analysis notes that while Canada’s AI strategy is under development, existing labour law does not require employers to disclose when AI systems are used in employment decisions (hiring, promotion, termination), does not mandate redundancy support for workers displaced by AI, and contains no obligation for employers to offer retraining when they cite AI as a reason for job cuts. Canada ranked 44th of 47 countries in AI literacy and training, yet no binding federal mandate exists for employer-provided AI training across the workforce.
Who it affects: All Canadian workers in roles that may be affected by AI deployment; particularly vulnerable populations in lower-wage occupations without strong professional networks.
What is notably missing: No legal requirement for employer AI training. No mandatory disclosure of AI use in employment decisions. No pre-redundancy training obligation. No worker rights to challenge or request explanation when AI systems are used against them. The emerging AI strategy does not address these gaps. Provincial labour laws vary widely; federal binding requirements are absent.