Quebec has the most demanding regime in the country. The Act respecting the protection of personal information in the private sector (CQLR, c. P-39.1), as amended by Law 25, requires any business collecting personal information through technological means to publish a confidentiality policy on its website in clear and simple terms (section 8.2), along with its governance policy (section 3.2) and the title and contact information of the person in charge of the protection of personal information (section 3.1), a role held by the CEO by default. Functions that identify, locate or profile a user must stay inactive until the user turns them on (section 8.1), and products offered to the public must default to the highest confidentiality settings (section 9.1). A privacy impact assessment is required before communicating personal information outside Quebec (section 17), and the Charter of the French Language means the policy must be available in French.
Alberta regulates private organizations through the Personal Information Protection Act (SA 2003, c. P-6.5). Its distinctive feature is the disclosure of service providers outside Canada: policies must identify the countries involved and the purposes of the transfer, and individuals must be told how to obtain that information (sections 6 and 13.1). Breaches posing a real risk of significant harm must be reported to the Commissioner (section 34.1). Access requests get up to 45 days under section 28, longer than the federal deadline.
British Columbia's Personal Information Protection Act (SBC 2003, c. 63) applies to every private organization, including non-profits, clubs and charities that PIPEDA would not reach. Organizations must designate a person responsible for compliance (section 4) and explain collection purposes on or before collection (section 10). BC PIPA contains no general breach reporting duty equivalent to Alberta's.
Ontario has no general private-sector privacy statute, so PIPEDA applies directly to Ontario businesses, and health information custodians fall under the Personal Health Information Protection Act, 2004. Employers with 25 or more employees must also maintain a written electronic monitoring policy under Part XI.1 of the Employment Standards Act, 2000, which belongs alongside your employment agreement aligned with Ontario's ESA.