Posts published in April 2026

Artificial intelligence is spreading fast without any rules governing this powerful new technology. Workers need strong laws that protect their jobs and human rights. CUPE has shared that call with members of a Senate committee studying the impacts of AI.

When employers and governments bring in new technology, they often don’t consult or consider us as workers. Without guardrails, AI will give employers sweeping new powers.

In her presentation to the Senate Standing Committee on Human Rights, CUPE’s Acting Director of Research Sarah Ryan outlined four main risks of AI for workers.

Watch her full presentation:

Jobs and training

Jobs dominated by women are twice as likely to be affected by AI, because women are concentrated in clerical, administrative and business support roles that can be automated.

Full-time workers in permanent jobs are more likely to get training than part-time and precarious workers. Training will be essential for workers who lose their job or need new skills because of AI.

Electronic monitoring

New “bossware” tools use unprecedented electronic surveillance. Employers can monitor keystrokes, listen to conversations, and track employee movements, emotions or attention.

Ryan warned senators that workers who are low income, younger, have disabilities, or are Black or racialized are more likely to be monitored.

Algorithmic management

AI is reshaping the relationship between employers and workers, said Ryan. Employers are using unaccountable algorithmic management systems to automate hiring and discipline decisions, set workers’ schedules, evaluate their work, and more.

Bias and discrimination

Bias and discrimination may be baked into the data that feeds AI systems and the algorithm that processes data. Some U.S. workers are suing because AI tools discriminated against them based on race, age and disability. Many algorithms are business secrets and are not transparent to workers, unions or even the employer.

Invasive workplace monitoring and algorithmic management can intensify work, increase stress and harm workers’ psychological well-being, Ryan warned.

Protecting workers’ rights

CUPE is calling on the federal government to:

• pass laws that prohibit employers from using algorithmic management systems to make significant decisions about workers.
• require employers to disclose information about AI systems.
• require employers to audit algorithmic management systems for bias and discrimination audits before using them.
• require AI corporations to disclose any incidents or risks related to bias and discrimination.
• strengthen our social safety net, including Employment Insurance.

Ryan emphasized that individual workers can’t take on AI systems alone. While CUPE fights for laws that protect us all, members can also negotiate protections in their collective agreement using our AI bargaining guide.

Find all CUPE’s tools and resources on AI at cupe.ca/ai.

For National Public Safety Telecommunicators Week, held April 12–18, 2026, CUPE is celebrating the work of emergency dispatchers. Thanks to the dedication and fortitude of these professionals, thousands of people receive help in the most critical moments of their lives.

“These men and women demonstrate exemplary professionalism,” said Isabelle Beaudoin the president of the CUPE 9-1-1 committee and vice-president of the Syndicat des fonctionnaires municipaux de Montréal, CUPE 429, and herself an emergency dispatcher. In praise of her peers, she added: “They stay the course even when calls are difficult and the emotional load is heavy. It is simply remarkable what they do. We’re honoured to recognize their tenacity, and we thank them for being there, day after day.

“Their work makes a vital difference in people’s lives,” said Robin Côté, president of CUPE’s Conseil provincial du secteur municipal, CPSM, reminding us of these professionals’ direct contribution to society. “We are extremely grateful for their dedication.”

CUPE Québec’s 9-1-1 committee represents 700 dispatchers working in emergency call centres across Quebec, including in Montréal, Laval, Longueuil, Gatineau, Trois-Rivières and Lévis, as well as in most municipalities in the Lanaudière, Laurentian and Montérégie regions.

CUPE 2 members have voted overwhelmingly in favour of strike action, with 99% backing a strike mandate if necessary to achieve a fair collective agreement at the Toronto Transit Commission, TTC.

“This strong mandate shows just how united our members are in the fight for a new collective agreement,” said Sumit Guleria, president of CUPE 2. “Our members want to be treated with fairness and respect at the bargaining table. They are proud of the work they do to keep Toronto’s transit system running safely, and they deserve an agreement that reflects the value of that work.”

CUPE 2 and the TTC remain in bargaining, but key issues remain unresolved, including wages and employer concession demands.

Workers at Niagara Region’s municipally run long-term care facilities are celebrating tonight after ratifying a milestone collective agreement this evening. The workers, represented by CUPE 1263, were able to win significant improvements to paramedical benefits, vacation allotments, and pay for their members.  

Unlike in years past, where negotiations were referred to interest arbitration, the Region and CUPE 1263 freely negotiated these improvements. The union is hopeful this is a sign of even stronger relationships between the employer and the union moving forward. The improvements include a 10.5% wage adjustment over the life of the agreement, as well as significant improvements to paramedical benefits, vacation, and other key items.

“We are incredibly happy with the outcome of this negotiation,” said Cathy Pirson, President of CUPE 1263. “This agreement will go a long way to help improve retention, prevent burnout, and improve the supports for our members, which in turn helps the residents. We’re hopeful that this agreement will set an example for other Long -term care employers in Niagara, and across Ontario.”

Long-term care workers face high turnover due to burnout, and other health and safety issues. Improved benefits and wages help to address the impacts of work-related stress, emotional and physical strain, and ensures their ability to focus on providing the quality care residents and their families deserve.

Long-term care workers represented by CUPE at 24 homes across the province are now on strike, with more expected to follow in the coming days.

For picket line locations please visit: https://ltcc-ns.cupe.ca/