An interest arbitration board has awarded paramedics in the United Counties of Leeds and Grenville wage increases totalling 10.5 per cent over three years, along with enhanced sick leave provisions and increased benefits coverage.
The arbitration award, issued Dec. 19, 2025, resolved outstanding collective bargaining issues between the employer and Canadian Union of Public Employees Local 4440. The predecessor collective agreement had expired on Dec. 31, 2022.
The renewal agreement covers 142 bargaining unit members—76 full-time and 66 part-time—who work as primary care paramedics and advanced care paramedics. The employer provides pre-hospital emergency medical care across more than 3,350 square kilometres and responds to more than 20,000 calls annually.
Wage increases and retroactivity
The board awarded across-the-board wage increases of 4.5 per cent effective Jan. 1, 2023; 2.5 per cent effective Jan. 1, 2024; 2.0 per cent effective Jan. 1, 2025; and an additional 1.5 per cent effective the date of the award. Retroactivity will be applied as per the collective agreement.
Notice to bargain was served on Sept. 14, 2022, and the parties met seven times between September 2022 and December 2023. The union applied for conciliation on Sept. 22, 2023, which took place on April 29, 2024.
Sick leave and benefits enhancements
The board increased sick leave and short-term disability provisions from 84 hours to 96 hours under two sections of Article 18.02 of the collective agreement.
Several benefits were also enhanced. Coverage for speech therapy and similar services was increased to $2,500, while coverage for eligible dependents was increased to $3,000. Vision care coverage was increased to $425, and vision testing coverage was increased to $125.
The board also increased payments under Article 26.01(a) and (b) to $15.
Matters remitted back to parties
The board remitted the employer’s proposal on part-time paramedic availability under Article 19.06(a) back to the parties for 90 days, after which it can be referred back to the board if necessary.
A proposed new letter of understanding regarding loss of seniority was also remitted to the parties for further consideration.
The board added language to Letter of Understanding #8 stating: “The employer will also consider a reduction in paramedic availability requirements for part time employees enrolled in the ACP Program for ACP Certification.”
Arbitration decision factors
The board noted it was guided by criteria set out in section 21(2) of the Ambulance Services Collective Bargaining Act and arbitral principles of replication, total compensation and demonstrated need.
The arbitrator referenced a recent decision involving the County of Hastings and CUPE Local 1842, noting that “the ambulance sector constitutes a homogeneous labour market where terms and conditions of employment are fixed for paramedics with reference to other paramedics.”
In reply submissions, the employer had argued that the Hastings County award was “highly persuasive and compelling” for determining wages given similarities in evidence and comparator data. The board agreed with this position.
The parties have a collective bargaining relationship extending back to 2001. CUPE represents 9,400 paramedic and emergency staff workers across Canada.
Both the employer nominee and union nominee on the three-member arbitration board filed partial dissents, though the specific areas of disagreement were not detailed in the decision.
The board remains seized until a collective agreement is in effect. Any matters not specifically addressed in the award were deemed dismissed.
The renewal collective agreement will consist of the unamended terms of the predecessor agreement, matters agreed to during bargaining, and the awarded matters, which are effective the date of the award unless otherwise indicated.
See the full ruling here: Corporation of The United Counties of Leeds and Grenville v Canadian Union of Public Employees and Its Local 4440, 2025 CanLII 133064 (ON LA).
