Please review the disclaimer at the bottom of this article.*

If passed, Alberta’s proposed Bill 13, the Regulated Professions Neutrality Act would narrow the authority of professional regulatory bodies over the off‑duty expressive conduct of their members.
The UCP government has informally dubbed this legislation the “Peterson law,” referencing the 2023 case of Jordan Peterson, who was ordered by the College of Psychologists of Ontario to undergo mandatory social media training. The government frames Bill 13 as a safeguard against regulatory overreach.
Currently, Alberta’s professional regulatory organizations (PROs) have broad discretion to discipline members for off‑duty conduct that undermines public trust, and they can mandate training programs on topics such as cultural competency, unconscious bias, and diversity, equity, and inclusion.
Under Bill 13, that discretion would be sharply narrowed. Regulators could only act in defined circumstances, including:

• Threats of violence or intent to harm an identifiable person
• Sexual misconduct or boundary violations involving clients, students, or minors
• Inappropriate or sexual communications with minors
• Misuse of professional position to cause harm
  Mandatory training would also be restricted to programs directly tied to professional competence or ethics

While Bill 13 does not assign employers new legal duties, it may shift reputational risk management toward them. Employers will remain responsible for workplace standards, codes of conduct, and compliance with human rights and employment law. The perception that professionals have wider latitude for public expression could increase reputational exposure for organizations.

• Legal and policy reviews: Updating codes of conduct and social media policies to reflect narrowed regulator authority.
• HR processes: Embedding clearer expectations for off‑duty behaviour in revised policies.
• Training: Reinforcing reputational standards and corporate values through internal education.
• Monitoring: Expanding media monitoring and social listening to detect commentary that could damage brand credibility.
• Investigations and discipline: Managing reputational incidents with greater reliance on internal processes, arbitration, or settlements.
• Privacy and compliance: Ensuring monitoring practices align with privacy and employment law.
• ESG reporting: Documenting new policies, training, and monitoring practices as evidence of governance and risk management.

• Consult with in‑house counsel before issuing communications or disciplinary actions.
• Review and update codes of conduct and social media policies.
• Communicate expectations clearly so employees understand employer standards remain in effect.
• Strengthen monitoring of public commentary during sensitive debates.
• Document monitoring practices to ensure compliance with privacy legislation.
• Create safe internal forums for employees to raise concerns constructively.

• Monitor Bill 13 as it moves through the Alberta legislature.
• Engage legal, HR, and communications leaders in scenario planning.
• Begin reviewing policies for clarity and enforceability.
• Track online activity for reputational risks, recognizing that some employees may already feel emboldened by the proposed legislation.

Bill 13 does not dismantle professional regulation, but it redraws boundaries. If passed, it will significantly narrow regulator authority over off‑duty expression, leaving employers to manage reputational risks more directly. By preparing now — through policy review, stakeholder engagement, and proactive communication — organizations can turn potential challenges into opportunities to reinforce trust and demonstrate steady leadership.

Read more about Bill impacts here.

Continue the conversation at info@graypointgroup.ca

• Alberta Government website: Protecting freedom of expression for regulated professionals
• Legislative Assembly of Alberta: Bill 13: Regulated Professions Neutrality Act
• Regulated professions and regulatory bodies covered by Bill 13: List of regulated professions and regulatory bodies
• LinkedIn Professional community policies  

*Disclaimer: The content on this website is provided by GrayPoint Communications Advisory Inc. for general informational purposes only. It does not constitute legal, regulatory, or professional advice. While efforts are made to ensure accuracy, GrayPoint Communications Advisory Inc. makes no warranties regarding completeness or reliability. Use of this site and its materials is at your own risk, and GrayPoint Communications Advisory Inc. accepts no liability for any loss or damage arising from reliance on the information provided.