Official Hansard
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.
