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Status and scope

• Bill C-259 was introduced at first reading on January 27, 2026. It would amend the Canada Labour Code concerning employer domination or influence over trade unions.
• It would affect employers, people acting on their behalf, trade unions and councils of trade unions, employees in bargaining units, and the Board responsible for certification.

Canada Labour Code changes

• Definition and prohibition: The bill would prohibit employers and people acting on their behalf from dominating or influencing a trade union. It defines this as directly or indirectly participating in or interfering with a union’s formation or administration or its representation of employees, or contributing financial or other support to it.
• Certification: The Board could not certify a union it is satisfied is dominated or influenced by an employer or someone acting on an employer’s behalf. A collective agreement between such a union and employer covering the affected employees would be deemed not to be a collective agreement for the relevant Part of the Code.
• Additional certification requirement: Before certification, the Board would also have to be satisfied that the union is independent of employer domination or influence and is governed by members elected by employees in the proposed bargaining unit.
• Revocation: Any group of employees claiming their certified union is dominated or influenced could apply for revocation. The Board could investigate on its own initiative and would have to do so if at least 25% of employees in the unit made a written application. If satisfied domination or influence exists, the Board would have to revoke certification.
• Strike or lockout: An application for revocation on that ground could not be made during a lawful strike or lockout involving the unit without the Board’s consent. Related provisions would also apply to councils of trade unions.
• Penalties: An employer contravening the prohibition could face a fine of up to $100,000 on summary conviction. The bill would also allow regulations establishing administrative monetary penalties for contraventions.

Review and coming into force

• The Minister of Labour would have to undertake a review within five years after the review provision comes into force and table a report in each House of Parliament within the specified sitting-day period after its completion.
• The Act would come into force 30 days after royal assent.