最近看了一个2026加拿大最佳雇主评选 “Canada’s Top 100 Employers 2026”，是由Mediacorp Canada发布，是加拿大最被认可的权威榜单之一，另一个知名度较高的是Forbes Canada’s Best Employers（加拿大最佳雇主）。在加拿大HR圈子里，Mediacorp Canada 每年发布的 Canada’s Top 100 Employers（加拿大最佳雇主100强），可以说是最具权威性和公信力的一份榜单，没有之一，几乎相当于HR行业公认的“雇主品牌认证”。一家公司一旦进入Top100，往往意味着其在人力资源管理体系、员工福利、组织文化和人才发展方面达到了加拿大市场的一流水平。对个人而言，从这些企业走出来的员工往往自带“名企背书”，在人才市场上更容易获得信任和机会，很大程度上相当于职业履历上的一枚金字招牌。
Mediacorp Canada评选“加拿大最佳雇主100强”的方法是基于对同行业、同地区以及规模相近的雇主之间进行比较。雇主根据八项评选标准进行评估，这些标准自项目创立以来一直保持一致：
- 工作氛围与员工社交（Work Atmosphere & Social）
- 健康、财务及家庭福利（Health, Financial & Family Benefits）
- 假期与休假制度（Vacation & Time Off）
- 员工沟通机制（Employee Communications）
- 绩效管理（Performance Management）
- 培训与技能发展（Training & Skills Development）
- 社区参与（Community Involvement）
以下是具体上榜企业名单，因为榜单较长，这期就主要带大家了解下这个榜单，对于正在求职的留学生和职场专业人士来说，这份榜单具有很好的参考价值；对于正在出海或计划进入北美市场的华人企业来说，也是一份非常有价值的行业对标清单。后面我会分期具体就这个Top Employer 100，结合自己的观察和实际见闻，聊聊这些优秀雇主，希望能为准备出海的国内企业，以及在本地发展的职场人士带来一些参考。
“Canada’s Top 100 Employers 2026”Winners
The following organizations have been chosen asCanada’s Top 100 Employers for 2026 (employee count refers to full-time staff):
Alberta Blue Cross, Edmonton. Health and medical insurance carriers; 1,388 employees. As part of its hybrid work policy, newly hired full-time employees receive a one-time allowance of $500 to help set up their home offices.
APTN, Winnipeg. Media production and broadcasting; 154 employees. The “Fun at Work Klub” brought back numerous social initiatives for employees, including a popular soup group, weekly crafting circle, bannock lunch to celebrate Festival du Voyageur, and much more.
AstraZeneca Canada Inc., Mississauga. Pharmaceutical manufacturing; 2,261 employees. Encourages employees to support community initiatives with up to three paid volunteer days, matching charitable donations to $500, and grants of $500 for every 40 volunteer hours.
Audiokinetic Inc., Montréal. Software developers; 100 employees. Launched a universal top-up policy, providing parents-to-be with up to 100 per cent of salary for up to 18 weeks.
Bank of Canada, Ottawa. Central bank; 2,250 employees. Helps employees plan ahead through a series of retirement planning seminars along with a defined benefit pension plan and health plan coverage that extends into retirement, with no age limit.
BASF Canada Inc., Mississauga. Chemical manufacturing; 1,040 employees. Supports employee development through numerous training initiatives, from formal mentoring and tuition subsidies to formal Collaboration Weeks to address a range of topics.
BC Hydro, Vancouver. Hydroelectric power generation; 7,837 employees. Created the Community Hero award to recognize employees who help in emergency situations, such as car accidents and search and rescue operations.
BC Public Service, Victoria. Provincial governments; 38,895 employees. Provides a full year of maternity leave for new moms as well as top-ups for new dads and adoptive parents for 35 weeks, and new parents may extend their leave into an unpaid leave of absence.
BDO Canada LLP, Toronto. Accounting; 5,032 employees. Through the Do What You Love program, employees receive generous reimbursements in support of their particular interests, from home fitness equipment to cooking classes.
BHP Canada Inc., Saskatoon. Mining; 549 employees. Supports new families with maternity and parental leave top-up payments for all parents, to 100 per cent of salary for up to 18 weeks.
Bird Construction Inc., Calgary. Industrial, commercial and institutional building construction; 2,130 employees. Makes learning an essential part of its culture by creating a goal of 65 hours of learning per employee for 2025.
Blake, Cassels & Graydon LLP, Toronto. Law firms; 1,420 employees. Manages a longstanding and generous pro bono legal support program, donating over 14,400 hours to charitable organizations across Canada last year.
Boston Consulting Group Canada ULC, Toronto. Management consulting; 575 employees. Encourages employees to reconnect onsite the first Friday of every month, hosting barista bars, breakfasts, town halls, leadership panels, socials and the popular end of week “Schmooze”.
British Columbia Investment Management Corp. / BCI, Victoria. Portfolio management; 730 employees. Maintains a formal work from anywhere policy, allowing employees to work from another location for up to four weeks per year.
Business Development Bank of Canada, Montréal. Secondary market financing; 2,992 employees. Offers financial planning workshops and ensures employees save through a defined benefit pension plan, along with a savings and investment plan with matching employer contributions.
Canada Energy Regulator, Calgary. Federal government, regulation of the oil, gas, and electric utility industries; 576 employees. Supports ongoing professional development through numerous in-house training initiatives and tuition subsidies, along with an educational leave of absence option, up to 52 weeks in duration.
CBCL Limited, Halifax. Engineering services; 459 employees. Recently moved to a defined benefit pension plan to ensure employees have access to a lifetime pension.
CIBC, Toronto. Banking; 42,280 employees. Helps new families with adoption and fertility support benefits (to $15,000) and offers industry-leading maternity and parental leave top-ups for all parents, to 100 per cent of salary for 17 weeks.
Clio, Burnaby, B.C. Computer software; 1,128 employees. In support of its hybrid work model, employees are encouraged to get together through a formal Intentional Gatherings program that ensures teams have time to reconnect when onsite.
Co-operators Group Limited, The, Guelph, Ont. Insurance; 6,595 employees. Recently moved into a new head office that features spaces for collaboration and private work, an outdoor walking trail, indoor and outdoor fitness facilities, small café and a full-service cafeteria.
College of Physicians and Surgeons of Ontario, Toronto. Professional organizations; 357 employees. Through the formal Staff Cares Committee, employees vote to select one charity to receive support (over a three-year period) and direct all fundraisers in support of their chosen initiative.
Creative Options Regina, Inc., Regina. Mental health support services; 292 employees. Enhanced its maternity and parental leave top-up significantly, moving from eight weeks of paid leave to 33 for all parents-to-be.
Danone Canada, Boucherville, Que. Food manufacturing; 572 employees. Encourages employees to recognize their colleagues through the “Bucketlist” peer-to-peer recognition program that offers redeemable points for gifts or charitable donations.
Dash Social, Halifax. Software; 225 employees. Offers a quarterly wellness benefit of $450 to cover the costs of services or items that will make employees’ lives better, such as fitness, learning, travel, or a benefit top-up.
Dentons Canada LLP, Calgary. Law firms; 1,391 employees. Hosts a three-day Senior Associate Leadership Academy and a New Partner Leadership program, and offers all employees a new Leadership Playbook to help demystify pathways to becoming a leader.
Desjardins Group / Mouvement Desjardins, Lévis, Que. Financial institutions; 50,908 employees. Along with hybrid and flexible work options, employees receive a $200 commuting allowance to offset transit and car-sharing costs, and employees can connect through a new in-house ridesharing platform.
Diamond Schmitt Architects Inc., Toronto. Architecture; 288 employees. Encourages employees to reach out into the community with paid volunteer time and matching charitable donations, ranging from $100 to $1,500.
Digital Extremes Ltd., London, Ont. Software publishers; 450 employees. Introduced a new “connection fund” that provides a set budget for managers to help plan tailored team building events for their employees, from kayaking trips to virtual games nights.
DP World (Canada) Inc., Burnaby, B.C. Deep sea freight transportation; 382 employees. Offers financial planning services to help employees plan for retirement as well as workshops on how employees can best utilize their benefits.
Emera Inc., Halifax. Electric power generation and distribution and gas distribution; 2,639 employees. Supports ongoing education with tuition subsidies for job-related roles, to a maximum of $5,000 annually.
Equinix, Inc., Toronto. Data centre services; 535 employees. Offers $3,000 of coverage per year for mental health practitioners, including clinical counsellors, marriage and family therapists, and psychotherapists.
ETRO Construction Ltd., Burnaby, B.C. Construction management; 140 employees. Implemented a compassionate leave top-up policy in the past year, enabling employees to take up to 15 weeks of paid leave to care for a loved one.
Export Development Canada, Ottawa. International trade financing and support services; 2,084 employees. Created a work from anywhere within Canada program to allow employees to work up to four weeks per year outside of their usual remote or in-office location.
EY, Toronto. Accounting; 9,000 employees. Offers a well-being benefit of $1,200 per year that can be used for well-being or fitness activities such as tennis lessons, music classes, tax services, and even mattress purchases to ensure a good night’s rest.
Fidelity Canada, Toronto. Portfolio management; 2,336 employees. Supports a volunteer grant program, allowing top volunteers to direct a $150 grant to a non-profit organization of their choice.
Ford Motor Company of Canada Ltd., Oakville, Ont. Automobile manufacturing; 7,294 employees. Makes recognition a core part of its culture with e-cards, public shout-outs and redeemable points awarded by people leaders.
GHD Ltd., Waterloo, Ont. Engineering services; 2,051 employees. Supports parents-to-be with maternity and parental leave top-up, to 80 per cent of salary for up to 17 weeks, and offers employees the option to phase in their return to work.
Gibson Energy Inc., Calgary. Oil and gas distribution; 454 employees. Invests significantly in the well-being of its workforce, providing up to $15,000 of coverage for mental health services for employees and eligible dependents.
Graham Construction, Calgary. Industrial, commercial and institutional building construction; 1,989 employees. Encourages upskilling through its extensive in-house Builders’ Framework program, led by internal professionals.
Hatch Ltd., Mississauga. Engineering services; 4,853 employees. Helps employees plan securely for the future with health benefits that extend into retirement, with shared premium contributions and no age limit.
Henkel Canada Corp., Mississauga. Consumer and industrial product manufacturing; 440 employees. Supports employee-suggested charities that are aligned with its charitable focus with financial and in-kind donations, and grants paid days off for employees to give back locally.
Hospital for Sick Children, The, Toronto. Hospitals; 6,955 employees. Offers extensive wellness programming such as healthy eating webinars, mindfulness workshops and a dedicated stretching program.
IGM Financial Inc., Winnipeg. Financial services; 3,557 employees. Encourages employees to expand their financial literacy with education sessions on topics of retirement, cash flow, and expense planning.
Innovation, Science and Economic Development Canada, Ottawa. Federal government, industry and economic development programs; 6,619 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan and health benefits that extend to retirees.
Inter Pipeline Ltd., Calgary. Petroleum transportation, storage and natural gas liquids processing; 1,083 employees. Invests in ongoing employee education with generous tuition subsidies for courses related to their current role, to a maximum of $15,000 per year.
Irving Oil, Saint John. Petroleum refining, distribution and retail; 3,051 employees. Complements its employee recognition with appreciation banquets in celebration of employee milestones and local achievements, hosting 23 banquets across Canada in the past year.
Keurig Dr Pepper Canada, Montréal. Coffee distribution and brewing equipment; 1,374 employees. Encourages employees to enjoy the company’s products with a 50 per cent discount on eligible coffee makers and beverages such as coffee, cocoa, tea and cider.
Keyera Corp., Calgary. Crude petroleum and natural gas extraction; 1,182 employees. When working onsite, employees can take advantage of a fitness facility with a weight and cardio room, daily fitness classes, and a sports court for basketball, pickleball and badminton.
L’Oréal Canada Inc., Montréal. Cosmetics manufacturing; 1,585 employees. Organizes an annual day of community volunteering in support of 16 social and environmental charitable organizations in the Montréal area.
Labatt Breweries of Canada, Toronto. Breweries; 3,374 employees. Enhanced its relocation policy to better support career growth across Canada, providing a relocation allowance of up to $11,000 as well as coverage of expenses related to the transport of personal belongings.
LBMX Inc., London, Ont. Computer software; 134 employees. Encourages employees to volunteer with one paid volunteer day and matching charitable donations, and recognizes exceptional commitment through the annual Community Involvement Award.
Lightspeed Commerce Inc., Montréal. Computer software; 1,217 employees. Maintains a people experience policy that allows employees to work remotely from another country or location within Canada for up to 60 days per year.
Loblaw Companies Ltd., Brampton, Ont. Supermarkets and grocery stores; 29,652 employees. Encourages ongoing development with role-specific learning paths, upskilling and re-skilling programs, and an enterprise-wide learning platform with personalized dashboards.
Manulife Financial Corporation, Toronto, ON. Direct life insurance carriers; 12,221 employees. Provides extensive support for all stages of family planning, from unlimited coverage for fertility drugs and treatments to financial support for adoption, to a maximum of $20,000 per year.
Mars Canada, Bolton, Ont. Food manufacturing; 1,579 employees. Offers four weeks of
starting vacation allowance for new employees and allows them to carry forward one week of unused time off into the following year.
Mawer Investment Management Ltd., Calgary. Financial planning and investment management; 266 employees. Hosts a unique Monthly Lunch Club whereby the firm invites random employees for an offsite company-paid lunch to meet and interact with other employees outside of their departments.
Mazda Canada Inc., Richmond Hill, Ont. Automobile wholesale; 183 employees. Helps employees save for the future with contributions to a defined benefit pension plan and hosts seminars to help employees budget today and plan ahead for tomorrow.
Medavie Inc., Moncton. Medical insurance and health services; 6,540 employees. Donated over 5,000 volunteer hours on company time in the past year, focusing its charitable efforts on initiatives that improve well-being.
Michelin North America (Canada) Inc., New Glasgow, N.S. Tire manufacturing; 4,534 employees. Introduced parental leave top-up for secondary parents in the past year, providing 100 per cent of salary for up to four weeks.
Nasdaq Verafin, St. John’s. Specialized financial software; 1,102 employees. Established a compassionate leave top-up policy in the past year, enabling employees to care for their loved ones while receiving their full salary for up to 18 weeks.
Nestlé Canada Inc., Toronto. Food manufacturing; 2,378 employees. Provides three weeks of starting vacation allowance, moving employees to four weeks after only three years on the job.
Novo Nordisk Canada Inc., Mississauga. Pharmaceuticals preparation manufacturing; 430 employees. Enables employees to lend their time to causes that are near and dear to their hearts with three paid days off to volunteer each year.
Office Interiors, Dartmouth, N.S. Office furniture and equipment; 89 employees. Keeps employees informed and engaged through in-person CEO town halls, quarterly meetings (followed by pizza and beverages), and regular Friday afternoon happy hours to close the week.
Plusgrade Inc., Montréal. Software publishers; 613 employees. Offers a range of flexible work options for employees, including a formal work from anywhere option that lets employees arrange to work outside their home location for up to 90 days annually.
Pomerleau Inc., Montréal. Construction services; 3,610 employees. Offers a monthly cell phone allowance as part of its hybrid work program and provides transit subsidies to make the commute to work a little easier.
Procter & Gamble Inc., Toronto. Consumer products manufacturing; 1,792 employees. Support families every step of the way, from fertility treatment coverage and adoption assistance, maternity and parental leave top-ups, to post-secondary academic scholarships.
Provincial Credit Union Ltd., Charlottetown. Credit unions; 178 employees. Created the unique Pay It Forward initiative, providing employees with $50 to use in support of local charitable initiatives and organizations.
Rio Tinto, Montréal. Mining; 11,531 employees. Offers a universal parental leave top-up policy, providing all parents with 100 per cent of salary for up to 18 weeks.
Roche Canada, Mississauga. Pharmaceutical manufacturing; 1,994 employees. Maintains an internal gig marketplace to provide employees with short-term opportunities to build new skills and allows them to participate in longer rotations across other departments for career development.
Royal Bank of Canada, Toronto. Banking; 69,126 employees. Hosts the annual RBC Performance Conference where top performing employees (peer-nominated) and their guests gather for a week-long conference that closes with a special awards ceremony.
Samsung Electronics Canada Inc., Mississauga. Communications equipment manufacturing; 710 employees. Encourages employees to take time for themselves with over four weeks of starting vacation allowance, five days for employee well-being, and early closures before holiday long weekends.
SAP Canada Inc., Vancouver. Custom computer programming services; 3,104 employees. Head office employees enjoy free access to a fully furnished onsite fitness facility that features a variety of instructor-led classes, including yoga, weight training and circuit training.
SaskEnergy Incorporated, Regina. Natural gas distribution; 1,150 employees. Offers a flexible spending account, enabling employees to allocate credits to a health care spending account, retirement savings, the purchase of additional time off, or taken as cash.
Schneider Electric Canada Inc., Mississauga. Industrial automation and controls; 2,225 employees. In addition to a personal floater day for cultural and personal reasons, employees can purchase an additional one or two weeks off through the formal Recharge Break program.
Scotiabank, Toronto. Banking; 41,943 employees. Recently removed the lifetime cap for fertility drug costs as well as equalizing maternity and paternity leave top-up coverage for all parents, to 100 per cent of salary for 16 weeks.
Seaspan, North Vancouver, B.C. Shipbuilding, repair and marine services; 4,986 employees. Created the Courage to Care program to provide financial support to employees seeking treatment for addiction or accessing care for mental health challenges.
Second Harvest Canada, Toronto. Community Food Services; 118 employees. Supports employee development through a range of in-house initiatives, including innovation boot camps, cross-functional secondments, and mentorship circles for peer learning.
SEKISUI Diagnostics P.E.I. Inc., Charlottetown. Medical diagnostic products; 197 employees. Through its education reimbursement program, employees can receive up to $5,250 annually to cover tuition, registration fees, lab fees, required texts and software.
Shell Canada Limited, Calgary. Oil and gas production and distribution; 3,468 employees. Donated over 15,000 volunteer hours on company time in the past year and encourages employees to lend their time to charitable initiatives with three paid days off to volunteer each year.
Simon Fraser University, Burnaby, B.C. Post secondary schools, university; 3,534 employees. Offers employees a unique campus lifestyle atop Burnaby Mountain with free access to extensive fitness facilities that include instructor-led classes and personal fitness consultations.
Smith Bros. & Wilson, Surrey, B.C. Construction; 133 employees. Along with helping employees save for the future with direct contributions to their RSP, the firm ensures employees share in the company’s successes through a formal year-end bonus program.
Sobeys Inc., Mississauga. Supermarkets and grocery stores; 43,964 employees. Created a flexible statutory days policy, allowing employees to substitute statutory holidays for other days of cultural or religious significance in the calendar year.
StandardAero Ltd., Winnipeg. Aircraft engine maintenance services; 2,033 employees. Supports professional development throughout an employee’s career, from summer jobs, internships and apprenticeships to generous tuition subsidies and leadership development programs.
Statistics Canada / Statistique Canada, Ottawa. Federal government, national statistics agency; 6,010 employees. Supports employee development through a unique in-house assignment program that lets employees work in different divisions for temporary work assignments and gain additional career experience.
Stryker Canada ULC, Waterdown, Ont. Medical equipment and supplies wholesalers; 814 employees. Celebrates outstanding performance through company achievement awards, with honourees receiving a preferred parking spot at the office, $500 cash reward, and an extra vacation day.
Teck Resources Limited, Vancouver. Mining; 4,134 employees. Across the company, employees enjoy a variety of company-paid holiday celebrations, including the impressive holiday party at Christmas in Vancouver with over 700 employees and guests.
Thales Canada Inc., Ottawa. Aerospace systems; 1,368 employees. Offers a number of financial incentives, including a share purchase plan available to all, year-end bonuses, and referral bonuses of up to $5,000.
TMX Group Limited, Toronto. Stock exchanges; 1,550 employees. Support all new parents with maternity and parental leave top-up payments to 100 per cent of salary for up to 15 weeks, and parents may apply to extend their leave into an unpaid leave of absence.
Toyota Motor Manufacturing Canada Inc. / TMMC, Cambridge, Ont. Automobile manufacturing; 8,500 employees. Supports employees over the longer term through a defined contribution pension plan and a health benefit plan that extends to retirees, with no age limit.
UAP Inc., Montréal. Motor vehicle supplies and new parts; 5,106 employees. Doubled coverage for mental health practitioners in the past year and expanded coverage to include a broader range of specialists, including family and marriage therapists, psychotherapists and clinical counsellors.
United Way British Columbia, Burnaby, B.C. Charitable organizations; 200 employees. Through its iVolunteer program, employees receive four paid volunteer days and are encouraged to volunteer with other charitable and non-profit initiatives.
Université de Montréal, Montréal. Post secondary schools, university; 6,091 employees. Lets employees enjoy more of their summer with a 32-hour workweek over four days and the option to take either Mondays or Fridays off from mid-June to mid-August.
University of New Brunswick / UNB, Fredericton. Post secondary schools, university; 1,909 employees. In keeping with its line of business, employees are encouraged to continue their studies through generous tuition subsidies along with complimentary access to the LinkedIn Learning platform.
Vale Base Metals, St. John’s. Mining; 7,081 employees. Supports ongoing learning throughout an employee’s career, from co-op placements and apprenticeships to full tuition subsidies, mentoring and specialized leadership training initiatives.
Vancouver City Savings Credit Union, Vancouver. Credit unions; 2,235 employees. Starts new employees with three, four or five weeks of paid vacation (depending on the position) and all employees receive a bonus week on their tenth year of employment, and every fifth year thereafter.
Vancouver Coastal Health, Vancouver. Hospitals; 15,790 employees. Outdoor courtyards, green spaces and a recently renovated employee lounge provide comfortable spaces for employees to unwind and recharge during a busy day.
West Fraser Timber Co. Ltd., Vancouver. Sawmills; 5,224 employees. Reaches out to the next generation of foresters with summer jobs, internships and apprenticeships, and provides dedicated training for young mill employees through the New and Young Worker program.
World Vision Canada, Mississauga. Charitable organizations; 427 employees. Manages the unique Orange Days program that offers all full-time employees an additional six paid days off annually and are scheduled to extend holiday weekends throughout the year.
WSP Canada Inc., Montréal. Engineering services; 11,482 employees. Supports its new mothers with maternity leave top-up payments to 80 per cent of salary for up to 16 weeks, and offers the option to extend their parental leave into an unpaid leave of absence.
Yukon, Government of, Whitehorse. Territorial governments; 5,976 employees. Offers unique northern living benefits, including community allowances, leave time and travel cost coverage for those living outside of Whitehorse, as well as an annual “Yukon Bonus” after two years on the job.
