Bill C-284 Replacement Workers Labour Code
C-284 An Act to Amend the Canada Labour Code (Replacement Workers)
Bill Type: Private Member’s Bill
Bill Sponsor: Don Davies (Vancouver Kingsway)
Status: Outside the Order of Precedence — Introduced June 8, 2026. This Bill has not passed yet.
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What is this Bill For?
Bill C-284 closes a loophole in the Canada Labour Code. Under current Law, employers cannot use outside contractors or regular employees from other locations as replacement workers during a strike or lockout. But managers and employees who handle confidential industrial relations matters from other workplaces can still be brought in to do the work of striking employees. This Bill closes that specific gap — those workers would be added to the list of people an employer cannot use as replacements during a labour dispute.
WHO GAINS POWER
- Unionized workers gain stronger protection during strikes and lockouts — employers lose one more tool for maintaining operations during a labour dispute
- Unions gain increased leverage at the bargaining table if employers have fewer options to keep working during a strike
WHO LOSES POWER
- Employers lose the ability to use managers and confidential industrial relations staff from other locations to perform bargaining unit work during a strike or lockout
- Government loses flexibility in how Federally regulated workplaces manage labour disruptions
WHO GAINS MONEY
- Striking workers may see faster resolution of labour disputes if employers have less capacity to sustain operations during a strike — potentially shortening the period without pay
- Unions may achieve better contract outcomes if employer leverage during strikes is reduced
WHO LOSES MONEY
- Employers in Federally regulated industries may face greater financial pressure during strikes if they cannot maintain operations using management staff from other locations
- Consumers and businesses that depend on federally regulated services — rail, airlines, telecommunications, banking — may face longer disruptions if strikes cannot be managed as effectively
THE CATCH
⚠️ Narrow scope — Federal workplaces only — The Canada Labour Code applies only to Federally regulated industries. Provincial Labour Law governs the vast majority of Canadian workers. This Bill changes nothing for workers outside Federal jurisdiction.
⚠️ No definition of "management functions" — The Bill adds the phrase "performs management functions" but does not define it. What counts as a management function during a strike could be disputed by employers and unions, creating potential for litigation over who is covered.
⚠️ No enforcement mechanism added — The Bill amends the prohibition but does not add new penalties or enforcement tools. Existing enforcement under the Canada Labour Code applies — but if that enforcement is already inadequate, this amendment does not fix it.
⚠️ Outside the Order of Precedence — This Bill is unlikely to be debated unless drawn in the PMB lottery.