Arbitration Award Expands Benefits and Pay for Long-Term Care Workers
Arbitration outcomes often signal where collective bargaining trends are headed. A recent interest arbitration decision under the Hospital Labour Disputes Arbitration Act (HLDAA) sheds light on emerging priorities for unions and arbitrators alike. For employers with unionized workforces in Ontario, this award provides a clear reminder to prepare for evolving demands in negotiations.
The Case at a Glance
In County of Northumberland (Golden Plough Lodge) v. Ontario Nurses’ Association (2025 CanLII 92617), an arbitration board was tasked with settling a new collective agreement after the previous one expired. The board considered the HLDAA criteria, including the employer’s ability to pay, economic conditions, and comparability with other workplaces.
The award required the parties to enter into a new agreement covering April 1, 2023 – March 31, 2025, with significant changes affecting wages, benefits, and working conditions.
Key Changes in the Award
1. Isolation Pay for Communicable Diseases
a. A new article provides salary continuation for employees required to quarantine or isolate due to:
i. employer policy,
ii. operation of law, or
iii. direction of public health officials.
b. This reflects post-pandemic bargaining concerns, where unions are pushing for stronger protections during health crises.
2. Enhanced Mental Health and Dental Benefits
a. Mental health coverage increased to $3,000.
b. Dental coverage for crowns, implants, and inlays capped at $2,000 per year (50% co-insurance).
c. Hearing aid coverage is clarified at $500 every five years.
3. Wage Increases and Premiums
a. Annual wage increases applied retroactively to April 2023, with further increases in 2024.
b. Premiums increased:
i. Tour differential to $2.98.
ii. Weekend premium to $3.14.
iii. Responsibility allowances doubled for acting as Director of Care or Employee-in-Charge.
4. Housekeeping and Language Changes
a. Gender-neutral language updates.
b. Holiday pay clarified for part-time staff in line with the Employment Standards Act, 2000.
c. Committee references standardized.
As Christopher Achkar, employment lawyer and founder of Achkar Law, explains:
“Arbitration awards in long-term care can significantly increase costs for employers, making it essential to understand your obligations and plan proactively. Consulting a labour lawyer before making employment decisions helps protect your organization from unexpected liabilities.”
Why This Matters for Employers
While this award applies specifically to a long-term care home, it highlights broader bargaining trends:
- Post-pandemic protections like isolation pay may become a standard union demand.
- Mental health supports are increasingly prioritized at the bargaining table.
- Wage pressure continues across sectors, with arbitrators awarding not just increases but also enhanced premiums.
- Comparability and retention remain key arbitration factors; if other employers provide certain benefits, unions are more likely to succeed in demanding the same.
Employers in unionized workplaces should be prepared for similar proposals in upcoming negotiations and understand how arbitrators may assess them.
Employer Takeaways
- Review your collective agreements for gaps in health, mental health, and isolation protections that unions may target.
- Consider your ability to attract and retain staff, as this is a recurring factor in arbitration outcomes.
- Prepare financial and operational justifications to respond to union demands in light of recent awards.
- Monitor arbitration trends, even outside your sector, as they often set expectations for other workplaces.
Conclusion and Next Steps
This arbitration award underscores that unions are successfully obtaining enhanced benefits, pandemic-related protections, and premium increases. Employers should expect these themes to surface in negotiations across unionized sectors in Ontario.
At Achkar Law, we assist employers in Ontario with all aspects of collective bargaining and labour relations. Our team helps employers prepare for negotiations, manage disputes, and understand arbitration trends.
Visit our Collective Agreement & Labour Law page to learn how we can support your organization.
Contact Achkar Law
Collective bargaining and arbitration outcomes can shape your workplace for years.
If you’re preparing for negotiations or facing an arbitration under the HLDAA or similar legislation, Achkar Law can help.
We advise and represent employers in Ontario on every stage of the process, from policy development and bargaining strategy to dispute resolution and arbitration advocacy.
Call toll-free: 1-800-771-7882 | Email: [email protected]
The article in this client update provides general information and should not be relied on as legal advice or opinion. Achkar Law Professional Corporation copyrights this publication and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Achkar Law Professional Corporation. ©
Workplace Law Topics: Collective Bargaining and Negotiation, Labour Law