The Participating Hospitals v. SEIU Healthcare

Thirty-two Ontario hospitals and 16,000 SEIU Healthcare employees couldn’t agree on a new collective agreement — so an interest arbitration board stepped in. The result: wage increases, expanded bereavement leave, enhanced benefits, and a new domestic violence article for clerical and service staff across the province.

Background

The Participating Hospitals (32 hospitals across Ontario) and SEIU Healthcare proceeded to interest arbitration to resolve a renewal collective agreement. SEIU represents approximately 16,000 employees at these hospitals in all the usual clerical and service classifications. The previous collective agreement expired on December 31, 2025. The parties met in collective bargaining between October 20-24, 2025 and November 10-14, 2025. A “No Board” report was issued on October 30, 2025, as required by the Hospital Labour Disputes Arbitration Act. The parties further met in mediation on December 8, 2025. The outstanding issues proceeded to a hearing held by Zoom on December 10, 2025. The Board met in Executive Session on December 12, 2025.

Term

January 1, 2026 to December 31, 2028 (three-year agreement)

Key Award Terms

Wage Increases:

• 2.25% effective January 1, 2026
• 2.00% effective January 1, 2027
• 1.75% effective January 1, 2028

Vacation Enhancements:

• 5 weeks after 11 years of service (reduced from 12 years) effective January 1, 2026
• 7 weeks after 25 years of service (reduced from 28 years) effective January 1, 2026

Insured Benefits:

• Orthodontics coverage increased by $500 to $2,500 effective January 1, 2026
• Implants, crowns and bridgework coverage increased by $500 to $2,500 effective January 1, 2026
• Dentures coverage increased by $1,500 to $2,500 effective January 1, 2026
• Mental health coverage increased by $100 to $900 effective January 1, 2026
• Mental health coverage increased by an additional $100 to $1,000 effective January 1, 2027

Premiums:

• Standby premium increased by $0.15 to $3.45 effective January 1, 2026
• Standby on a holiday premium increased by $0.15 to $5.05 effective January 1, 2026
• Charge nurse premium increased by $2.00 to $4.00 effective January 1, 2026

Allowances:

• Safety footwear allowance for full-time and regular part-time employees increased by $40 to $160 effective January 1, 2027

Bereavement Leave (Article 15.01):

The award significantly expanded bereavement leave provisions. Employees now receive up to four (4) consecutive working days off without loss of regular pay for the death of a member of their immediate family. “Immediate family” is now defined as: parent, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparent, grandparent of spouse, or grandchild.

Additionally, employees receive one (1) day of bereavement leave for the death of their aunt, uncle, niece, or nephew.

“Spouse” is defined as in the Family Law Act and also includes a partner of the same sex. Importantly, individuals are granted flexibility to distribute their bereavement leave entitlement over two (2) occasions, not exceeding their entitlement above, in order to accommodate religious and cultural diversity.

Shift and Weekend Premiums (Articles 17.06 and 17.10):

Effective May 18, 2024:

• Evening premium: $2.26 per hour for hours worked where the majority of scheduled hours fall between 1500 and 2300 hours
• Night premium: $2.98 per hour for hours worked where the majority of scheduled hours fall between 2300 and 0700 hours
• Weekend premium: $3.14 per hour for each hour worked between 2400 hours Friday to 2400 hours Sunday

Employees are paid both shift and weekend premiums when working hours eligible for both premiums.

Daylight Savings Time (Article 16.01):

An employee shall be paid straight time for the actual hours worked during a shift impacted by the changeover from Daylight Savings Time to Standard Time and vice versa. The provisions are intended only to provide a basis for calculating time worked and do not constitute a guarantee of hours of work per shift or per week or for any period whatsoever, nor a guarantee of working schedules.

New Article: Domestic or Sexual Violence Leave

The award introduced a comprehensive new article recognising that domestic violence, which may include intimate partner violence, child abuse or sexual violence, is a serious problem that can manifest in various ways including disruptive phone calls, harassing emails, threats, inappropriate visits, and violent confrontations.

Hospitals who are aware of, or who ought reasonably to be aware of, domestic violence that would likely expose an employee to physical injury in the workplace must take every precaution reasonable in the circumstances to protect the employee (OHSA section 32.0.4).

Employees suffering from or in fear of domestic violence or child abuse are offered supports and services including work accommodations to schedules or duties, safety planning, training, referrals and protections, risk assessment, health care benefits, support in reporting to law enforcement and regulated colleges, and leaves (including job protected leaves as per the Employment Standards Act, 2000).

 

Citation: 2025 CanLII 129631