Alberta Bill 33: Groups Urge Reconsideration of Employment Equity Restrictions

• The National Employment Equity Council and Amnesty International Canada urged Alberta to withdraw proposed employment equity restrictions in Bill 33.
• Bill 33, officially the Justice Statutes Amendment Act, 2026 (No. 2), is expected to specifically limit employment equity initiatives.
• Advocacy groups also called on the Canadian government to modernize the federal Employment Equity Act, 1995, and implement 187 recommendations from a 2023 task force.
• Speakers at a press conference voiced concerns that the legislation could reverse progress on equality and undermine diversity efforts.
• They emphasized Canada's binding international human rights obligation to eliminate systemic discrimination and ensure equality.

Canada has a clear, binding obligation under international human rights law to eliminate systemic discrimination and uphold equality for all persons without distinction.

The National Employment Equity Council (NEC) and Amnesty International Canada have recently urged the Alberta government to reconsider and remove specific proposed restrictions contained within Bill 33, known formally as the Justice Statutes Amendment Act, 2026 (No. 2). These organizations, alongside various provincial leaders and representatives from labour and community groups, expressed their concerns regarding the potential impact of the legislation on employment equity initiatives within the province. The groups highlighted that Bill 33 is poised to introduce specific limitations on such programs.

The NEC specifically advocated for the Alberta government to uphold the capacity of institutions to dismantle existing discriminatory barriers in employment. Furthermore, both the NEC and Amnesty International extended their appeal to the federal Canadian government, calling for the introduction of new legislation aimed at modernizing the Employment Equity Act, 1995. This federal modernization effort would also involve implementing the 187 recommendations put forth by the 2023 Employment Equity Act Review Task Force.

According to the joint press release issued by the groups, taking these actions would be crucial in preventing Alberta from inadvertently establishing a precedent that could influence other Canadian jurisdictions to adopt similar measures. The organizations emphasized the importance of maintaining and strengthening employment equity frameworks rather than restricting them, to ensure fair and equitable opportunities across the country.

A press conference held at the National Press Theatre served as a platform for several individuals to articulate their strong opinions regarding Alberta Bill 33 employment equity restrictions. McPherson, one of the speakers, contended that "Outlawing EDI initiatives doesn’t make things equal, it takes Alberta back to the 1950s," further stating that the proposed legislation risks reverting the province to an era marked by overt discrimination against women, visible minorities, Indigenous people, and individuals with disabilities.

Wells underscored the positive societal impacts of equitable hiring practices, noting that such efforts have historically contributed to higher incomes, stronger communities, and improved socioeconomic outcomes for all. Wells cautioned that "When we undermine diversity, equity, and inclusion policies, we risk leaving the most vulnerable members of our communities behind," emphasizing the potential for negative consequences if these policies are weakened.

Thompson provided a foundational perspective on the necessity of employment equity, explaining that its existence stems from historical denials of opportunities based on race, gender or disability, irrespective of qualifications. Thompson asserted that the core purpose of these measures is to eliminate such barriers, thereby ensuring that an individual's abilities can be assessed fairly and without prejudice. Matsinhe added a crucial international human rights dimension, stating that "Canada has a clear, binding obligation under international human rights law to eliminate systemic discrimination and uphold equality for all persons without distinction." Matsinhe also challenged the notion of a "false choice between merit and equity," arguing that this perspective overlooks systemic and structural discrimination rooted in historical injustices.

The call to modernize the federal Employment Equity Act, 1995, and to implement the comprehensive recommendations from the 2023 Employment Equity Act Review Task Force, underscores a national desire for updated legislative frameworks. This push aims to ensure that employment practices across Canada align with contemporary understandings of equity and inclusion, preventing any single province, such as Alberta, from potentially undermining these broader objectives through its own legislative changes like those proposed in Bill 33.

Amnesty International Canada's advocacy extends beyond employment equity, demonstrating a consistent commitment to human rights. In September 2025, for instance, Amnesty International Canada, in collaboration with Human Rights Watch, lauded the cessation of immigration detention within provincial correctional facilities across Canada. They hailed this development as a significant triumph for human rights, affirming the inherent dignity and rights of migrants and refugees arriving in the country.

Further illustrating its global human rights engagement, Ketty Nivyabandi, who serves as the Secretary General for the English-speaking section of Amnesty International Canada, issued a statement in August 2025. This statement conveyed concerns regarding the United States government's imposition of sanctions on four senior officials of the International Criminal Court, showcasing the organization's broad scope of international human rights monitoring and advocacy.

Lawyers and compliance officers in Alberta should monitor the progress of Bill 33, the Justice Statutes Amendment Act, 2026 (No. 2), as its proposed employment equity restrictions could necessitate significant adjustments to current EDI policies and compliance strategies for employers in the province. Additionally, the broader call to modernize the federal Employment Equity Act, 1995, suggests potential future legislative changes impacting employment practices nationwide.

Source: Original reporting via Canadian Legal Newswire