The National Day of Mourning is observed annually in Canada on April 28 to honour workers killed, injured or who fall ill on the job. Officially recognized in 1991, this day serves to remember victims and renew commitments to improving workplace health and safety. To that end, the University of Regina’s 2026 Report on Work Fatality and Injury Rates in Canada, authored by Sean Tucker and Anya Keefe, offers a sobering yet practical snapshot of worker safety nationwide. For employers, the data highlights both the legal and strategic imperatives of proactive health and safety governance. The report paints a clear message: risk in the workplace is not decreasing, and neither is regulatory scrutiny.
While many organizations have invested heavily in safety programs, the data shows that traditional approaches are no longer enough to shield employers from liability. This evolving landscape presents both a challenge and an opportunity to ensure that health and safety of the workforce remains paramount. Organizations that take a strategic, legally informed approach to workplace safety will be better positioned to control costs, protect leadership and mitigate risks.
The study utilized data from the Association of Workers’ Compensation Boards of Canada (AWCBC) which outlined that 1,042 work-related death claims were filed in 2024. Seven of the eleven jurisdictions experienced an increase in their 2024 injury fatality rate compared to their 2021-2023 average rate. Among jurisdictions with over 100,000 full-time equivalent employees, Newfoundland and Labrador (161%), Manitoba (59%) and New Brunswick (57%) showed the greatest percentage increase in their 2024 injury fatality rate. A crucial finding from the report is that occupational disease deaths now exceed traumatic fatalities in most jurisdictions. In provinces with large workforces, Newfoundland and Labrador recorded the highest occupational disease fatality rate (7.9 per 100,000 workers), followed by Alberta (5.1) and Ontario (4.7).
This shift reflects expanded recognition of diseases linked to asbestos, firefighting and other long-term chemical or biological exposures. For employers, it foreshadows increased scrutiny of industrial hygiene programs, exposure record-keeping and medical surveillance obligations, in workers’ compensation claims. The data reinforces the ongoing duty to apply due diligence not only to traditional injury prevention but also to slower-developing occupational illnesses linked to the workplace.
On a more positive note, lost-time injury rates (cases where a worker misses work due to a compensable injury) fell across all jurisdictions in 2024. Québec recorded a 24% drop, Alberta 22% and Newfoundland and Labrador 14%. However, the report cautions that reported declines may partly reflect under-reporting and variations in claim suppression practices. These findings point to a compliance landscape where data accuracy itself is a legal and reputational concern. Employers should evaluate internal reporting culture, ensure transparency in workers’ compensation filings and document corrective actions following incidents.
Properly documenting incidents and workplace safety policies is becoming increasingly important in prosecutions and regulatory proceedings. What is documented is often just as important as what actions have occurred. Incomplete or inconsistent record-keeping can undermine even well-intentioned safety efforts. Simply put, not documenting the safety program of your organization prevents legal counsel from using it effectively should a prosecution occur. It is a best practice to maintain robust data on hazardous materials, ventilation and PPE use, especially for long-latency conditions.
Auditing your organization’s health and safety systems is also critical. It is crucial for management staff to remain on top of any recent updates to legal requirements and recognising industry trends. Keeping all staff regularly trained is vital and educating frontline management on reporting obligations and how to respond effectively to potential concerns will instill confidence in the workforce. Psychological injuries are increasingly viewed as “occupational harm,” requiring proactive risk assessments and preventative support. Therefore, integrating mental health into health and safety programs is not only beneficial to the workforce, but it also allows for the mitigation of future harms.
The employers that will succeed in this environment are those that treat workplace safety as a strategic priority, not a regulatory burden. A legally informed safety program can reduce the likelihood and severity of incidents, strengthen defenses in the event of enforcement, lower long-term costs associated with claims and premiums and demonstrate leadership to stakeholders, employees and regulators.
For more information on this topic, please reach out to Emily Kroboth and Anil Nair.
At Dentons, we act as a strategic partner in risk prevention and control. We regularly work with employers to design robust workplace policies that provide clarity. We also design comprehensive workplace safety audits and conduct invaluable safety training with employers throughout Canada. To learn more about how we can support your organization, please contact a member of our Employment and Labour group.
