Bill C-58 (Historical)

An Act to amend the Canada Labour Code and the Canada Industrial Relations Board Regulations, 2012

This enactment amends the Canada Labour Code to, among other things,
(a) amend the scope of the prohibition relating to replacement workers by removing the requirement of demonstrating a purpose of undermining a trade union’s representational capacity, by adding persons whose services must not be used during legal strikes and lockouts and by providing certain exceptions;
(b) prohibit employers from using, during a legal strike or lockout intended to involve the cessation of work by all employees in a bargaining unit, the services of an employee in that unit, subject to certain exceptions;
(c) make the contravention by employers of either of those prohibitions an offence punishable by a fine of up to $100,000 per day;
(d) authorize the Governor in Council to make regulations establishing an administrative monetary penalties scheme for the purpose of promoting compliance with those prohibitions; and
(e) amend the maintenance of activities process in order to, among other things, encourage employers and trade unions to reach an earlier agreement respecting activities to be maintained in the event of a legal strike or lockout, encourage faster decision making by the Canada Industrial Relations Board when parties are unable to agree and reduce the need for the Minister of Labour to make referrals to the Board.

Labour

[Patty Hajdu, Liberal, Minister of Jobs and Families and Minister responsible for the Federal Economic Development Agency for Northern Ontario]

Mr. Speaker, Bill C-58, which came into force on June 20, 2025, amended the Canada Labour Code by prohibiting the use of replacement workers during a strike. We expect all federally regulated employers, including Crown corporations, to abide by labour standards as set out in the Labour Code.

If a union or an employee believes an employer is illegally using replacement workers, they can file a complaint with the Canada Industrial Relations Board. I will note that the CIRB is an independent, quasi-judicial body and tribunal. Any complaints made to the CIRB will be dealt with as the CIRB deems appropriate.

[Leslie Church, Liberal, Parliamentary Secretary to the Secretaries of State for Labour]

Mr. Speaker, I would like to thank the member for Winnipeg Centre for her commitment to Canadian workers.

We are firmly committed to protecting workers' rights and ensuring a free and fair collective bargaining process. Workers must have real bargaining power. The right to strike is protected in Canada because it is an essential element of free and balanced negotiations. Our government has taken concrete measures to protect that right. Bill C-58 was a major milestone in the fight for fairness at the bargaining table.

Prohibiting the use of replacement workers protects a meaningful right to strike and makes employers and unions work together and find solutions. Collective bargaining works. Over the last five years, 95% of disputes that the federal mediation and conciliation service supported were resolved without work stoppages. This shows the system works well when the right support tools are available.

However, negotiation is not a simple process, and we are at a pivotal moment. Trade rules are rapidly changing, and our economy faces unprecedented attacks. This is having damaging consequences. At the same time, Canada is working to build major infrastructure, strengthen trade corridors and supply chains, and create good jobs across the country through measures such as Bill C-39.

Some labour disputes can therefore have serious economic repercussions, but we cannot build a strong economy without respecting the workers who keep it running every day. That is why Bill C-39 proposes measures to modernize the federal labour framework, strengthen protections for workers in federally regulated industries and help parties address issues earlier, while fully protecting the right to strike.

We all have a stake in ensuring an economy can withstand shocks and remain competitive. In some situations, the economic and social impacts are substantive. There can be extraordinary times where the government must retain the ability to intervene, but there should be a clear framework in place to explain that decision to Canadians transparently.

I want to be very clear: Our government believes that extraordinary interventions in a labour dispute should always be a last resort. Canadians appreciate this. They know that prolonged disputes can have a massive impact on Canadian families, Canadian jobs and our entire economy.

Canadians understand that we must do two things at once: We must protect workers and strengthen economic resilience. They know that when there are strong, supported relationships between employers and workers, where workers are fairly paid and their concerns are addressed, that is the best way to create stability, and that stability drives investment and economic growth, which Canada needs today more than ever.

The members opposite need to remember that Canadians chose a government that they knew would keep the state of labour relations strong.

Our approach must be pragmatic. We continue to work together with unions and employers to maintain trust in the system and ensure fairness in the workplace.

Our collective objective is clear. It is to strengthen good-faith bargaining, protect workers' rights and ensure a strong labour relations framework that helps achieve better outcomes for workers, for employers and for Canadians.

Fair Representation Act

[Alana Hirtle, Liberal, Cumberland—Colchester, NS]

Madam Speaker, I would first like to thank the member of Parliament for Edmonton Strathcona for bringing Bill C-259 forward and for her advocacy on behalf of workers.

The Government of Canada recognizes the spirit and intent of Bill C-259, because fairness for all Canadian workers is our top priority. Given the economic headwinds we are facing, worker fairness is needed now more than ever.

Canada's economy is at a turning point. The global labour landscape has shifted dramatically, causing economic shockwaves felt at home and abroad. Tariffs have dealt a significant blow to workers and employers. This has caused real stress for families and communities across Canada. During uncertain economic times like these, Canadians expect the government to have their backs, and we do. We are working closely with employers and unions to shore up Canada's workplaces and ensure they remain fair and productive.

Our marching orders are clear. We must protect Canadian workers while strengthening our country's economic resilience. We cannot build a strong economy without respecting the workers who keep it running every day. That is why we are fully committed to ensuring that workers and their employers have the tools they need to weather this current labour storm.

At the heart of Canada's labour framework is the Canada Labour Code. It is more than a law that governs federally regulated workplaces in Canada. It is a promise to protect and support more than one million workers in 22,000 federally regulated industries. It is a promise we will continue to keep, because fair workplaces and a strong economy go hand in hand.

Our federal labour framework already works well, but we are always on the lookout for ways to build greater trust, strengthen our labour relations approach and make our policies more flexible and proactive. Today, I would like to highlight our ongoing approach to supporting federally regulated workplaces and the collective bargaining process that is protected by law.

The structural integrity of the collective bargaining process is held together by trust and independence. Without those two key ingredients, the process would fail. For agreements to work, workers must trust their union, and employers must trust the system. Any perception of outside influence weakens the system. Workers should also be able to choose their representatives freely and trust that those representatives act in their best interest. They deserve unions that answer to them without being influenced by external pressures. That is why Canada's labour relations system is built on a structured process that balances workers' rights and employers' responsibilities.

I can assure members that the Government of Canada firmly believes in the right to strike. It is protected under the Canadian Charter of Rights and Freedoms, and it is a key element of free, balanced and respectful labour relations. We believe in open and unfettered dialogue between the parties and that workers must have real bargaining power to reach those agreements.

We know that the best agreements are those negotiated at the bargaining table. We also know that collective bargaining is not easy, but it produces the strongest deals that represent the needs of the parties involved and that help stabilize the economy. That is why we have taken concrete measures to strengthen that right while maintaining balance across the system.

I am referring to Bill C-58, a historic act to ban replacement workers in federally regulated workplaces during strikes or lockouts. It also improved the maintenance of activities process so that parties determine early in the process what work needs to continue to ensure public safety during a work stoppage. It received unanimous support in Parliament and was written into law one year ago this month, on June 20, 2025. Banning the use of replacement workers protects workers' right to strike, removes distractions from collective bargaining and brings greater stability to our economy.

We cannot have a strong economy without stable labour relations. Reforms like Bill C-58 help establish a better balance in negotiations and protect the integrity of the collective bargaining process.

Collective bargaining can lead to tension at the table, but it remains the ideal mechanism for finding lasting, balanced solutions. That is why the federal labour regime relies on established rules and fair, transparent, independent decision-makers to help parties come to solid agreements. I am referring to the Canada Industrial Relations Board and the federal mediation and conciliation service. They both play an invaluable role in Canada's labour relations system.

While news headlines may paint a different picture, the truth is most labour disputes are resolved without a work stoppage. In fact, in the last fiscal year, the vast majority of disputes in federally regulated workplaces were resolved without a work stoppage when the parties worked with the federal mediation and conciliation service. This tells us the system works well, when parties bargain in good faith and when they have access to the right support.

Labour relations affect wages, productivity and economic stability. Success at the bargaining table contributes to a stronger economy, but we also know the opposite is true. When labour disputes collapse, this can have rapid and significant repercussions for millions of Canadians, businesses, exporters and the economy writ large. When an economy slows down significantly, it is often workers who bear the brunt of the impact. The collective bargaining space must remain uncluttered by external distractions, so parties can focus on solutions that can stand the test of time.

It is here that I would like to turn back to the task at hand and talk about Bill C-259. Bill C-259 proposes a handful of specific amendments. It proposes to further define and codify employer influence and to bar certification of employer-dominated unions. It also adds procedural and governance requirements for certification and creates new penalties, such as summary conviction, up to $100,000.

These preventative and clarifying measures are consistent with the code's foundational values. In fact, part I of the code already prohibits employer interference, and CIRB has previously applied these rules broadly through past decisions. We have also found limited evidence of widespread employer-dominated unions in federally regulated sectors.

We are aware that the absence of widespread problems is not an argument against clear rules. We know that clear rules set clear expectations, often preventing problems before they arise. I am sure we can all agree that a proactive approach is always the best approach, especially when it comes to labour relations.

The Government of Canada will always protect the rights of Canadian workers, including the right to strike. We are always looking for ways to help strengthen labour stability and bolster Canada's competitiveness while supporting workers' rights. One way to ensure workers are supported and policies reflect the distinct challenges of today's workplaces is through consultations. That is why this government held consultations in the spring with unions, employers and indigenous partners to discuss potential ways to improve worker support and the federal labour relations framework.

These talks provided invaluable perspectives on the collective bargaining process in federally regulated industries, for example. We have explored various important topics in these consultations, and we are all ears for new and innovative improvements. Discussions like these are essential to help inform practical and long-lasting ways to support workers and workplaces, and ensure they have the tools they trust and that help them succeed.

I would like to close by once again thanking the member for Edmonton Strathcona for bringing this bill forward and for her advocacy on behalf of workers. I would like to reaffirm the Government of Canada's unwavering commitment to the integrity of collective bargaining and fair worker representation. We will continue working closely with all stakeholders to ensure that our federally regulated institutions can rely on fairness at the bargaining table, now and in the future.

Canada Labour Code

[Marianne Dandurand, Liberal, Compton—Stanstead, QC]

Madam Speaker, I would like to begin by pointing out that we are at a pivotal moment for the Canadian economy. All over the world, trade rules are changing very rapidly. Supply chains are much more fragile, and economic and geopolitical tensions are having serious consequences here at home for the workers, businesses and communities that depend on stable, well-paying jobs.

In this context, the government's responsibility is very clear. We must protect Canadian workers while strengthening our country's economic resilience. The two go hand in hand. We cannot build a strong economy without respecting the workers who keep it running every day, and we cannot protect workers in the long term without an economy that can withstand shocks and remain competitive.

It is with that in mind that I rise today to speak to Bill C-247. I want to begin by thanking the member for Winnipeg Centre for introducing this bill. I also want to acknowledge her strong commitment to Canadian workers. The government shares the fundamental goal underlying this initiative, which is to strengthen a labour relations framework that respects workers, promotes collective bargaining and supports the country's economic stability.

We firmly believe in the right to strike. This right is protected under the Canadian Charter of Rights and Freedoms, because it is an essential element of free, balanced and respectful labour relations. Workers must have real bargaining power, and our government has taken concrete measures to strengthen that right. One example is Bill C-58, which prohibits the use of replacement workers in federally regulated sectors. This had been a key demand of the trade union movement for many years. This reform helps to establish a better balance in negotiations and to protect the integrity of the collective bargaining process, because, ultimately, the best agreements are those negotiated at the bargaining table. Our government truly believes in dialogue between the parties.

Collective bargaining is not always a simple process. It can sometimes involve significant tensions, but it remains a mechanism for finding lasting, balanced solutions. That is why we have the federal mediation and conciliation service, which plays such an important role. Despite what the headlines may sometimes suggest, the vast majority of federally regulated labour disputes are resolved without a work stoppage. In fact, 97% of disputes where the parties worked with the federal mediation and conciliation service were resolved this way, which shows that our system generally works well when the parties bargain in good faith and, above all, have access to the right support tools.

However, we must also recognize another reality. Certain infrastructure and sectors now play a critical role in our country's economic stability. In a context where global supply chains are already under pressure, some labour disputes can have rapid and significant repercussions for millions of Canadians, businesses, exporters and the economy as a whole.

Recognizing this reality in no way diminishes the importance of the right to strike. It simply means that the government also has a responsibility to consider the public interest, economic stability and the potential consequences for the workers themselves, because at the end of the day, when an economy slows down significantly, it is often workers who bear the brunt of the impact. That is the rationale behind section 107 of the Canada Labour Code. I want to be very clear. Its use must always remain exceptional. Our government believes that extraordinary interventions in a labour dispute should always be a last resort.

Our priority remains the same: to enable the parties to reach a negotiated agreement. In some situations, however, the economic, social and logistical effects are too great to ignore. At such times, the government has to act carefully, in a balanced way, with deep respect for workers' rights. This is not an ideological issue; it is about responsibility. I think it is possible to be deeply supportive of workers and, at the same time, pragmatic about managing the country's economic interests.

Canadian workers also understand the challenges facing our economy. They understand the importance of protecting jobs, investments and long-term economic stability. That is why the government is currently engaged in major consultations on the future of labour relations in Canada. The focus of these consultations includes how the collective bargaining process works, mediation mechanisms, certain time limits set out in the Canada Labour Code and the use of section 107.

I also want to highlight an aspect too often overlooked in the debate: the daily reality of the workers and employers directly affected by labour disputes. For many Canadians, labour relations are not an abstract concept; they directly affect paycheques, mortgage payments, the stability of small and medium-sized businesses and the ability to plan for the future.

When negotiations go well, everyone wins. Workers, employers and communities benefit. However, when disputes drag on or turn unpredictable, the problems do not just stay at the negotiating table. They quickly spill over into supply chains, local economies and sectors that depend on reliability. That is why predictability is just as important as fairness in our labour relations system.

Our goal must always be to create conditions that enable the parties to reach an agreement without unnecessary disruptions. That means strengthening tools for negotiation, mediation and early dispute resolution. It also means that both parties must have confidence in the system. Workers need to know that their rights are protected and respected, and employers need to know that there is a clear, fair and effective process for resolving disputes.

Canadians need to be able to count on economic stability and the continuity of essential services. This balance is not always easy to achieve, but it is essential.

We need to recognize that the labour market is changing. We are seeing new forms of work, changing supply chains and increased global competition for investment.

In this context, jurisdictions that are able to maintain stable, modern and predictable labour relations will be better positioned to attract good jobs and sustainable investment.

This is not about weakening workers' rights. It is about strengthening the overall framework that protects those rights in a lasting way. Ultimately, the best protection for workers is a growing, stable economy capable of creating opportunities. That is why our approach is not set in stone. It is pragmatic and evolves with the economy. That is also why we are committed to continuing the dialogue with workers, unions, employers, and all partners in the labour relations system. We believe that this ongoing commitment is not a sign of uncertainty, but a sign of responsibility. This is how we ensure that the framework remains relevant, fair and effective for years to come.

Unions, employers, workers and indigenous partners have participated in the discussions. We are listening carefully to what they have to say. Labour relations are changing, the economy is changing, and our legal framework must reflect today's realities while protecting workers' fundamental rights.

Our goal is clear: to maintain a modern, credible, balanced labour relations system that lines up with Canada's economic realities, a system that truly protects workers, promotes free and fair bargaining, and enables Canada to remain strong, stable and competitive in an increasingly uncertain global environment.

Labour

[Patty Hajdu, Liberal, Minister of Jobs and Families and Minister responsible for the Federal Economic Development Agency for Northern Ontario]

Mr. Speaker, this is an important question, and I have great news: Bill C-58 comes into force this Friday. Using replacement workers compromises the fundamental right to strike. It can tip the scales, derail good-faith bargaining and heighten tensions in the workplace. Bill C-58 bans replacement workers, something that the Canadian labour movement, for a long time, has been asking for.

The government got it done, together with labour, and we are very happy for this work with Canadian workers.

Opposition Motion—Confidence in the Prime Minister and the Government

[Steven MacKinnon, Liberal, Minister of Labour and Seniors]

Mr. Speaker, I fear my friends across the aisle will not enjoy the rest of my speech.

When I left off, I was talking about the abject hypocrisy of the Leader of the Opposition when it comes to working people, unions and the labour movement in this country. I am going to quote a few things here. The Conservative leader said union contracts that pay workers a decent wage result in a pointless, unnecessary inflation of costs, and that non-union firms with lower wages are good for competition. He also said he simply cannot comprehend that union firms can, in fact, be competitive with non-union ones.

That is the Leader of the Opposition prancing around talking about workers in the House. He is determined to deny them their historic, decades-long, hard-fought rights. The Government of Canada is committed to promoting safe, healthy, fair and inclusive working conditions. As of December 15, 2023, federally regulated employers are required to provide sanitary products to all female employees in the workplace.

For years, replacement workers have been a distraction to the collective bargaining process, and those days are coming to an end. That is because on June 20, Bill C-58, An Act to amend the Canada Labour Code and the Canada Industrial Relations Board Regulations, 2012, received royal assent. When it comes into force on June 20, 2025, it will ban replacement workers in federally regulated sectors.

Dealing with pregnancy loss can be very difficult. That is why the government instituted a new leave for pregnancy loss for employees in federally regulated private sectors. This leave will help support them during this difficult time. Adoptive parents and parents of children conceived through surrogacy need time to welcome their children home. That is why we have also instituted a new 16-week leave to support adoptive parents and parents of children conceived through surrogacy.

Technology is changing rapidly, and with it, so will the workforce. Increased availability of mobile technologies led to 20% of Canadians primarily working from home in 2023. In 2016, it was only 7%. However, remote workers are often required to be constantly available, which can lead to stress and burnout, ultimately impacting their mental health. We passed legislation to bring a right to disconnect into this new world of work. This measure will help restore the balance for nearly 500,000 federally regulated employees.

The Government of Canada is fully committed to pay equity as part of its overall goal of creating fair, safe and inclusive workplaces. It is not only the right thing to do, it is the smart thing to do. When Canadians are able to count on equal pay for work of equal value, our economy benefits. That is the purpose of Canada's Pay Equity Act, which took effect in 2021. Since then, the government has been taking steps to ensure that everyone receives equal pay for work of equal value.

These are real accomplishments. Canadians watching this debate can see the cynical ploys of the Conservative Party of Canada. They must ask themselves, which one of these dozen or more tangible, real, legislative accomplishments for working Canadians would the Leader of the Opposition have brought in? The answer is none. The answer is the Conservative Party would not have initiated any pro-worker or progressive reforms to the Canada Labour Code that help Canadians in their jobs, in their lives and to achieve the kind of balance we all seek in these very complicated times. The answer is the Conservatives would have done none of that.

What we have is a Conservative leader and a Conservative Party trying to gaslight Canadians into thinking Conservatives are friends of workers. They are not, and the facts speak for themselves. In his own words, the leader of the Conservative Party has called into question the very basis and structure of labour unions, claiming union dues are forced on workers, and has called into question the role of workers in collective bargaining in Canada.

He complains, “The union has the power to shut down a workplace.... These legal powers give the union a state-enforced monopoly on labour”. Those were the words of the member for Carleton on May 29, 2012, in the House of Commons. The Conservative leader has attacked union jobs and union wages as “fattened union contracts”.

My colleagues and I are proud that we have turned back this movement and proud of the significant progress we have made over the years, and we are not going back. We will keep listening and working alongside unions, other parties in the House and progressive Canadians everywhere to make sure we continue to be there for working Canadians and continue to provide the things, the reforms and the guarantees that we know they are entitled to and that Conservatives, cynically, would take away.

This motion deserves to be defeated. It is a cynical ploy. The Conservative Party is not pro-worker. It is anti-worker.

I encourage every member of the House to vote against this motion.

Canada Labour Code

[Denis Trudel, Bloc, Longueuil—Saint-Hubert, QC]

Mr. Speaker, I am very pleased to rise in the House this morning. This is the first time I am rising since Parliament resumed. I would like to take this opportunity to wish my colleagues a good return. The session may be cut short. We shall see what the next few days and weeks bring. We are being kept in suspense. In any case, according to the media, the suspense is rather intense right now.

I truly hope, as my colleague from Rivière-des-Mille-Îles said earlier, that we will be able to soften the tone a bit this fall and focus on working for the well-being of Quebeckers and Canadians. I hope we can do that. It is not easy, judging by the tone we heard all last week, but I truly hope that we can do it. I think it is possible. I think we have elevated the debate before, and I hope we can do so again.

Before I continue, I would also like to congratulate the candidates and winners of last week's two by-elections, in which I was an active participant. I commend all of the candidates. In this day and age, putting one's face on posters and wanting to work for the common good takes courage, no matter which party someone is seeking to represent. Not everyone here shares the same vision for the common good, but I think that most of us are trying to work toward that. Everyone who ran in the two by-elections did so with that goal in mind, and I commend them for that. I especially want to congratulate the two winners, the NDP candidate who won in Manitoba and, obviously, the Bloc Québécois candidate who won a great victory. We stayed up very late last Monday evening, until 2:30 in the morning, to find out the results, and the Bloc Québécois won. That is a great victory. I look forward to our new candidate's arrival in the House. He is a bright, intelligent young man who is full of ideas and who will rise in the House to strongly defend the interests and values of Quebeckers. I am sure that he will. We will see when he arrives.

I am delighted to speak to the bill tabled by my colleague from Bellechasse—Les Etchemins—Lévis, for whom I have a great deal of respect. I am fond of my colleague. I am not so fond of the Conservative Party's ideas in general, but I have a great deal of respect for my colleague. I rise today in support of Bill C‑378, an important bill to protect the rights of federally regulated workers. It would extend from three months to two years the period during which a former employee may file a complaint for harassment or violence in the workplace.

As members know, the Bloc Québécois has always been a staunch defender of workers' rights. Before the summer break, much was said about the anti-scab bill. The NDP had tabled the bill, and it was finally passed. Obviously, we supported it. In fact, over the past 30 years, the Bloc Québécois has introduced anti-scab bills 11 times. We settled this issue in Quebec 50 years ago. This happens all the time in the House. The House has debated countless bills on issues that Quebec has already dealt with. Take child care and pharmacare, for example. Quebec addressed both of those a long time ago. However, here they are still being debated. The Bloc Québécois members often feel as though we are working to help Canada catch up with Quebec. That is what we are doing most of the time.

Yes, we have always been staunch defenders of workers, and we firmly believe that this bill represents a major step forward in the fight against harassment and violence in the workplace. It is high time we recognized that victims of these kinds of incidents need more time to come forward, especially in cases where they are under tremendous psychological or physical stress.

Currently, federally regulated employees have only three months to file a complaint after leaving their job. This is simply too soon for many victims. The consequences of harassment and violence in the workplace do not disappear overnight. Too often, victims of workplace harassment or violence continue to suffer the after-effects long after they have left their job. They face emotional difficulties and mental health issues and, in many cases, are reluctant to speak out against their abusers for fear of reprisals or career stigma. This bill provides a concrete solution to that problem. Extending the time frame to two years gives victims time to heal, catch their breath and find the strength to file a complaint.

Two years is a reasonable amount of time for workers who have been unjustly treated to take the necessary steps to seek justice.

Workplace harassment and violence are not isolated problems. The Department of Employment and Social Development released a report entitled “2021 Annual Report – Taking Action Against Harassment and Violence in Work Places under Canadian Federal Jurisdiction” that revealed some alarming figures. In 2021, employees working in federally regulated industry sectors reported an absolutely staggering 4,950 occurrences of harassment and violence. The federal public service, banks and the transportation sector are among the main sectors where these incidents occur most often.

These figures unequivocally show that the fight against workplace harassment and violence is an ongoing process that is far from over. We need to strengthen protections for workers, and that includes allowing former employees to file complaints long after they leave the company.

It is also important to remember that these incidents often have serious repercussions, not only on the victims' professional lives, but also on their personal lives. The physical and psychological repercussions of workplace harassment and violence can persist long after the incident, which is why this bill is so important. It gives victims more time to come forward.

Passing this bill will send a clear message. Workers in federally regulated sectors deserve a safe and respectful work environment. The Bloc Québécois has always supported measures to protect workers and guarantee decent working conditions. We are pleased to see this bill move forward, just as we were pleased to see Bill C-58, which bans the use of scabs, pass recently. These are historic victories for workers' rights, and we must keep up the momentum.

I would also like to draw a parallel with the bill I introduced with my colleague from Rivière-du-Nord, Rhéal Fortin. I apologize, Mr. Speaker.

[Luc Desilets, Bloc, Rivière-des-Mille-Îles, QC]

Mr. Speaker, I rise today to speak to Bill C‑378, which was introduced by our Conservative colleague from Bellechasse—Les Etchemins—Lévis.

Before I begin, I would like to take a moment to thank my staff, since this is the first time that I am rising since the House resumed. Like every other MP's staff, they help us improve our work, give better speeches and better carry out our duties, but most importantly, they help us to provide very important services to our constituents when we are away from our ridings. I am talking here about my political staffers, Daniel Lavallée and Sonia St-Amand, my communications manager, Corinne Guimont, my head of representational work, Michel Kieffer, and my photography and videography manager, Vincent Yergeau. This whole team is managed by an exceptional director, Arianne Collin-Gascon. I tip my hat to them and sincerely thank them for all the work they do behind the scenes to support me in my duties.

Back to Bill C‑378, which would amend the Canada Labour Code by extending the timeframe to file a complaint for harassment or violence in a federally regulated workplace from three months to two years, even after the individual ceases to be employed. The Bloc Québécois supports this initiative to better protect workers who have suffered abuse. Extending the deadline is a significant step forward for people who may not have the strength or support they need to act quickly in the wake of incidents involving harassment or violence.

The Bloc Québécois has always been a staunch defender of workers and always will be. We believe that this bill is a step in the right direction. The Bloc Québécois is delighted to see the Conservative Party suddenly taking an interest in workers. We hope that this is not just electioneering and that the Conservatives will continue to put workers first in the coming months. Let us hope that if they do come to power, they will be able to keep from targeting them in the cutbacks they plan to make.

In short, giving victims two years to report incidents of violence or harassment recognizes that victims of trauma may need more time before they are ready to file a complaint and take action. This is about respect for trauma victims. These people may, in some cases, need more time to finally be able to speak out. They often experience psychological and physical pain in the months following an incident of this kind, and they often do not have the strength to take action or defend themselves. Some may even need to seek medical attention, which obviously makes it even more difficult to file a complaint.

There have recently been some very positive developments for workers under federal jurisdiction, with the historic and unanimous vote in favour of Bill C‑58 prohibiting the use of scabs. By extending the statute of limitations, we are showing kindness and understanding towards those who have experienced these hardships. It shows concern for the victims, a sense of empathy that should always guide our decisions and legislation as legislators.

It is worth remembering that, in 2018, the government passed Bill C‑65, which strengthened the provisions on workplace harassment and violence. Updated definitions were added to control this kind of unacceptable behaviour more effectively. The definitions in question include any action, conduct or comment, including of a sexual nature, that causes offence, humiliation or other physical or psychological injury or illness to an employee. That encompasses all types of harassment and violence, even domestic violence.

I would now like to raise a matter of concern to me. Federal public services and Crown corporations are the sectors where incidents of harassment and violence occur the most often.

In 2023, the Department of Employment and Social Development tabled its annual report entitled “2021 Annual Report: Taking Action against Harassment and Violence in Work Places under Canadian Federal Jurisdiction”. I will talk about that later.

The Department of Employment and Social Development identified 4,950 reported incidents in 2021. The federal public sector and the banking sector alone account for nearly half of the reported cases, which is a very significant proportion. These numbers are troubling, if not alarming. That is why it is so critical that this limitation period be extended.

Before I conclude my speech, I would like to talk about an article I saw in this morning's newspaper. Maka Kotto, a former Parti Québécois minister, wrote this very moving article, which aptly summarizes what is happening in the House. He talked about the sometimes disgraceful comments and gestures that are made and the totally inappropriate attitude sometimes shown by members of the House, or certain members.

One point he made in the article was that bringing back dignified debates, where differences are expressed respectfully, is the only way to restore public confidence in our institutions. Everyone should read this article by Maka Kotto, a former Parti Québécois minister.

To wrap up, this bill is an important step toward greater justice for victims. It is time to recognize psychological wounds, which are not always obvious, and to take time to heal them. It is also time to recognize that federal workers deserve all the protection we can offer them with this legislative adjustment.

Business of the House

[Steven MacKinnon, Liberal, Leader of the Government in the House of Commons]

Mr. Speaker, I am always entertained by my hon. colleague across the aisle, with whom I work regularly. With gas at about $1.50 a litre in Ontario, if I am not mistaken, it is a lot cheaper than it is in Alberta, where Premier Danielle Smith unilaterally hiked the cost of gasoline by 13¢. She did not provide, of course, the very substantial rebates on the price on pollution we have put on and that the Conservatives would take away.

Of course, that was not his question. Tomorrow, we will call Bill C-58, concerning replacement workers, at report stage and at third reading. On Monday, we will resume third reading debate of Bill C-49, the Atlantic accord implementation act.

Wednesday, we will begin debate at second reading of Bill C‑70 on countering foreign interference, which is already a strong response to the issues being investigated by the Hogue commission. We will hear from the Minister of Public Safety at second reading of Bill C‑70.

I would also like to inform the House that Tuesday and Thursday will be allotted days.

Finally, as is only proper, there have been discussions among the parties, and if you seek it, I believe you will find unanimous consent of the House for the following motion:

That, notwithstanding any standing order, special order or usual practice of the House, during the debate on the business of supply pursuant to Standing Order 81(4) later today:

(a) the time provided for consideration of the Main Estimates in committee of the whole be extended beyond four hours, as needed, to include a minimum of 16 periods of 15 minutes each;

(b) members speaking during the debate may indicate to the Chair that they will be dividing their time with one or more other members; and

(c) no quorum calls, dilatory motions or requests for unanimous consent shall be received by the Chair.

Human Resources, Skills and Social Development and the Status of Persons with Disabilities

[Bobby Morrissey, Liberal, Egmont, PE]

Mr. Speaker, I have two reports to present.

I have the honour to present, in both official languages, the 21st report of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities in relation to Bill C-58, an act to amend the Canada Labour Code and the Canada Industrial Relations Board Regulations, 2012. The committee has studied the bill and has decided to report the bill back to the House with amendments.

I also have the honour to present, in both official languages, the 22nd report of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities, entitled “Main Estimates 2024-25: Vote 1 under Canada Mortgage and Housing Corporation, Votes 1 and 5 under Canadian Accessibility Standards Development Organization, Vote 1 under Canadian Centre for Occupational Health and Safety, and Votes 1 and 5 under Department of Employment and Social Development”.

Mr. Speaker, while I am on my feet, I move:

That the House do now proceed to orders of the day.

Labour

[Peter Fonseca, Liberal, Mississauga East—Cooksville, ON]

Mr. Speaker, I have heard loud and clear from unionized workers in my riding about how excited they are about the government's bill to ban the use of replacement workers in federally regulated workplaces. Yesterday marked another significant step in the right direction as Bill C-58 received unanimous support in the House. Workers know that our Liberal government stands with them, because the best deals and the most powerful paycheques are made at the bargaining table.

Will the Prime Minister update the House on progress on this historic legislation to ban replacement workers?

[Seamus O'Regan, Liberal, Minister of Labour and Seniors]

Mr. Speaker, we are banning replacement workers. We are banning replacement workers because we believe in collective bargaining. We are banning replacement workers because the best deals are made at the table, bigger paycheques are negotiated at the table, and better labour relations and long-term stability are created at the table. Let us keep that bargaining table free and fair with the full support of every MP in the House.

With unanimous consent, let us vote to move Bill C-58. Let us make some history. Let us ban replacement workers.

Business of the House

[Steven MacKinnon, Liberal, Leader of the Government in the House of Commons]

Mr. Speaker, I can assure you that nothing is scarier than driving down Conservative highways, whether it is in Kamouraska or Témiscouata. Conservatives vote against highway infrastructure and refuse to fund them.

Later today, we will be voting on third reading of Bill C-62, medical assistance in dying.

Tomorrow, we will resume debate on the motion respecting the Senate amendment to Bill C-35, the early learning and child care legislation.

Next week is a constituency week during which the House is adjourned. We will, of course, be in our ridings to serve our constituents.

Upon our return, the agenda will include Bill C‑58, an act to amend the Canada Labour Code and the Canada Industrial Relations Board regulations, 2012, which deals with replacement workers. On Wednesday, we will continue debate on Bill C‑61, an act respecting water, source water, drinking water, wastewater and related infrastructure on first nation lands. Finally, Tuesday and Thursday will be allotted days.

I thank the members for their attention and wish them a good week in their ridings.

Labour

[Lindsay Mathyssen, NDP, London—Fanshawe, ON]

Mr. Speaker, although the hon. parliamentary secretary is not on this file, I appreciate his words, saying that the government is grateful to these workers. However, the government has to show it, not just say it. Why will it not get back to the table? Why would the employer threaten to remove their trailer when they need it in these winter months? Why, during the strike, would a government that stated it was so proud to introduce Bill C-58, the ban on replacement workers, now use Canadian Armed Forces as scab labour to do the work of the people of the SNPFCF? Why is it using scab labour in this situation? What is the explanation for that?

Business of the House

[Karina Gould, Liberal, Leader of the Government in the House of Commons]

Mr. Speaker, I am pleased to see that the hon. colleague wants to discuss Ukraine, because Conservatives have blocked and filibustered on several occasions when it comes to Bill C-57. They have moved concurrence motions several times.

I would also remind the member that I actually think it is really important that the Conservatives reflect over the holidays and perhaps consider changing their position, because it would be really nice to be able to show Ukraine that solidarity and unanimity that the House has always shown Ukraine. I am going to give them the time and space to reflect, to speak to the Ukrainian Canadian Congress, to speak to Canadians of Ukrainian origin and to hear from them why this matters and why this is important, so that we can show the solidarity and unanimity that Canada has long been known for, which unfortunately the Conservatives, for reasons that I cannot understand but perhaps because of the right-wing American influence that we are seeing and the MAGA intentions of their leader, have decided not to support, based on falsehoods. Let us let them take the Christmas holidays to do that reflection.

This afternoon, we will continue with the second reading debate of Bill C-58 on replacement workers. Tomorrow, we will proceed with second reading debate of Bill S-9, which would amend the Chemical Weapons Convention Implementation Act, again, another bill that we have not actually been able to debate because the Conservatives continue to move concurrence motions.

I want to take this opportunity to extend my best wishes for the season to everybody who works here on Parliament Hill and to all of my colleagues. I want to express a special gratitude to the employees here in the House of Commons who have done an absolutely tremendous job, even when they were forced to stay here for 30 hours during a marathon vote, which was difficult not just for members of Parliament but particularly for the staff who were forced to work overtime and stay up all night.

With that, I wish everybody in this chamber, and indeed all Canadians, a very merry Christmas and a very happy holiday season.