Alberta HR compliance in 2026: what you need to know

Key Takeaways

Alberta employers have a focused but important set of compliance changes to address in 2026. Provincially, the biggest update is an extension of long-term illness and injury leave from 16 to 27 weeks under the Employment Standards Code — in effect since January 1. Federally regulated employers in Alberta must also contend with a new minimum wage, plus expanded bereavement and adoption/surrogacy leave rules that came into force in December 2025.

This article breaks down each change, explains what it means for your business, and tells you exactly what to do to stay compliant.

In this article:

1. What Alberta employment law changes are already in effect?

2. What federal changes apply to Alberta employers?

3. What's coming next?

4. FAQs

5. How to stay on top of it all

If you're an Alberta employer, 2026 has been a relatively quieter year on the legislative front compared to some other provinces, but that doesn't mean there's nothing to do. There's one significant provincial change that's already in effect, and if your business falls under federal jurisdiction, there are a couple more updates you'll want to have on your radar.

Here's everything you need to know about what's changed, what's coming, and how to make sure your workplace is covered.

At a glance: Alberta's 2026 compliance changes

What Alberta employment law changes are already in effect?

There's one substantive provincial update for Alberta employers in 2026, and it's one that touches every business in the province.

How long can an Alberta employee take for long-term illness leave?

Since January 1, 2026, eligible employees can take up to 27 weeks of unpaid, job-protected long-term illness and injury leave per calendar year — up from the previous maximum of 16 weeks. This change comes via an amendment to the Employment Standards Regulation under Alberta's Employment Standards Code (ESC).

To be eligible, an employee must have worked for the same employer for at least 90 days and the leave must be supported by a medical certificate from a physician or nurse practitioner.

The good news: the rest of the leave framework stays the same. Employers don't have to pay wages or benefits during the leave (unless required by an employment contract or collective agreement), and employees must be reinstated to their same or equivalent position when they return. Employees are also considered continuously employed during the leave for the purpose of calculating years of service.

What does this mean for your business?

If you manage absences, this change affects you. Here's where to focus:

• Update your leave policies and employee handbooks to reflect the new 27-week maximum.
• Review any employee currently on long-term illness leave who began their leave before January 1, 2026 as they may be eligible to extend their leave under the new rules. If the extended end date goes beyond the date on their original medical certificate, you'll need a new certificate from them.
• Update your absence-tracking system to monitor the 27-week threshold.
• Document all leave requests and approvals thoroughly.

Payworks pro tip: If you're a Payworks client, our Absence Management solution makes it easy to track time off against legislative thresholds, including the 27-week maximum for long-term illness leave. Leave Date notifications help ensure timely follow-up, and all leave records are stored securely in your employee files.  

What federal changes apply to Alberta employers?

If your business is federally regulated there are two additional changes that apply to you in 2026.

Has the federal minimum wage increased for 2026?

Yes. The federal minimum wage increased from $17.75 to $18.15 per hour, effective April 1, 2026. This applies to all federally regulated private-sector employers under the Canada Labour Code.

If you have employees currently earning at or near $17.75, you'll want to confirm they've been bumped up. Also watch for pay compression — when employees who've been with your organization for some time are suddenly earning about the same as new hires starting at the new minimum. That can create tension and retention issues, so it's worth a proactive compensation review.

What new leave requirements came into effect for federally regulated employers?

The Fall Economic Statement Implementation Act brought meaningful expansions to leave entitlements under the Canada Labour Code, effective December 12, 2025. Here's what changed:

Bereavement leave:

• Up to 8 weeks of unpaid bereavement leave following the death of an employee's child (or the child of an employee's spouse or common-law partner).
• Leave may be taken until 12 weeks after the funeral, burial, or memorial service, whichever occurs latest.
• Up to 8 weeks of unpaid leave after a stillbirth, or 3 days for other types of pregnancy loss.

Adoption/surrogacy leave:

• Up to 16 weeks of unpaid, job-protected leave for employees following the placement of a child in their care through adoption or surrogacy. *Note this has been legislated under the Fall Economic Statement Implementation Act, 2023, but not yet in force pending an Order in Council. The effective date is expected in 2026.
• Leave can begin up to 6 weeks before the anticipated placement date and must end no later than 17 days after the week of the actual placement.

What does this mean for your business?

• Review your leave policies and update them to reflect these new entitlements.
• Update your absence-tracking system to include these new leave categories with the correct thresholds.
• Train HR staff and managers on the new leave rules so requests are handled consistently and correctly.
• Document all leave requests and approvals thoroughly.

Payworks pro tip: If you're a Payworks client, our Absence Management solution allows you to set up distinct leave types — including federal bereavement and adoption/surrogacy leave — with their own thresholds and monitoring. Our HR solution supports the policies, employee communications, and documentation that go along with these leaves, and Leave Date notifications help ensure timely follow-up.

What's coming next for Alberta employers?

Beyond the changes already in effect, there are a few things worth keeping on your radar at the federal level:

• Bill C-31 — If passed, this bill would ban non-compete clauses for federally regulated employees, with very limited exceptions.
• Canada's Labour Program Forward Regulatory Plan — This includes proposed changes to the Canada Labour Code such as updated occupational health and safety regulations, a Right to Disconnect policy, and new rules around the equal treatment of temporary employees.

These proposals don't have confirmed effective dates yet, but they're worth building into your HR planning now. We'll keep you updated as things develop. In the meantime, our HR Advisory Services team is available if you have questions.

FAQs: Alberta employer HR compliance in 2026

Does Alberta's minimum wage increase in 2026?

No. Alberta's general minimum wage remains at $15.00 per hour, unchanged since October 1, 2018. There is no scheduled increase for 2026. If your business is federally regulated, the federal minimum wage applies instead, and that did increase to $18.15 per hour on April 1, 2026.

What is Alberta's long-term illness leave entitlement in 2026?

As of January 1, 2026, eligible employees can take up to 27 weeks of unpaid, job-protected long-term illness and injury leave per calendar year. Employees must have worked for the same employer for at least 90 days to qualify, and a medical certificate is required.

Do I have to pay employees during long-term illness leave in Alberta?

No, long-term illness and injury leave is unpaid under the Employment Standards Code, unless your employment contracts or collective agreement states otherwise. Employees may be eligible for federal Employment Insurance (EI) sickness benefits. Job protection is the core obligation: you must reinstate the employee to their same or equivalent position when they return.

What federal leave changes apply to employers in Alberta?

For federally regulated employers in Alberta, two sets of changes apply. First, the Canada Labour Code now includes expanded bereavement leave (up to 8 weeks for the loss of a child or in the case of stillbirth) and a new 16-week adoption/surrogacy leave, both in effect since December 12, 2025. Second, the federal minimum wage increased to $18.15 per hour on April 1, 2026.

How to stay on top of it all

Compliance doesn't have to be complicated. Whether you're updating your leave policies, training your managers, or just making sure your absence-tracking system is set up correctly, we've got you covered.

Register for the Alberta HR Compliance Webinar to get a practical walkthrough of everything that's changed — and what to do about it.

If you're a Payworks client with questions about how these changes affect your setup, reach out to our expert client service team — they know your account and can get you the right answers fast.