No Loopholes Here: The ‘Closing Loopholes’ Bill Explained

The third tranche of the Federal Government’s industrial relations reforms was introduced to Parliament on 4 September 2023 to make good on a number of reforms foreshadowed in the most recent Federal election and at the 2022 Jobs and Skills Summit.  After a year of significant development in the employment and industrial relations space, the … Continue reading

La dépendance et l’obligation d’accommodement raisonnable d’un employeur

Introduction Dans une décision récente[1], un tribunal d’arbitrage (le Tribunal) annule le congédiement d’une camionneuse (l’Employée) ayant conduit en état d’ébriété puisque l’employeur, une entreprise de transport québécoise, a manqué à son obligation d’accommodement.  Contexte Dans cette affaire, l’Employée conductrice de camion lourd, qui était au service de l’employeur depuis 24 ans s’est arrêtée à … Continue reading

Un employeur syndiqué peut-il mettre fin à la période probatoire d’un salarié qui, entre autres, manque de savoir-être, et ce, sans consigner sa décision par écrit ni en fournir les motifs?

Une récente décision[1] (la Décision) rendue par l’arbitre Me François Hamelin (l’Arbitre) répond par l’affirmative à cette question. Nous en traitons ci-après. Les faits Dans cette affaire, un salarié en probation était réticent à apprendre et remettait en question certaines de ses tâches. Il avait aussi adopté une attitude intransigeante et irrespectueuse auprès de collègues … Continue reading

Quebec Court Confirms Remote Workers for Foreign Employers May Not be Able to Seek Reinstatement in Case of Unjust Dismissal

Introduction Recently, Superior Court of Quebec Judge Claude Dallaire confirmed that employees who work remotely for a foreign employer may be unable to seek reinstatement in the event of unjust dismissal[1]. Because other jurisdictions generally award monetary damages instead of reinstatement in case of unjust dismissal, this decision may not be particularly surprising for employers … Continue reading

Update: Current status of WHS Regulations addressing psychosocial risks

Following amendments made by Safe Work Australia (SWA) to the model Work Health and Safety Act and the model Work Health and Safety Regulations (model WHS Regulations) in June 2022 (see our related blog articles here and here), the Commonwealth, and most States and Territories have implemented specific regulatory duties requiring persons conducting a business … Continue reading

Artificial Intelligence and employment law

On 11 August 2023, the UK House of Commons published a research briefing paper on artificial intelligence (AI) and employment law.  The paper provides an overview of AI and its various subcategories, outlines current uses of AI in the workplace, considers the implications of using AI and summarises the current proposals to regulate such use.  … Continue reading

Protecting Worker Entitlements reforms – more key dates for employers

This article was co-authored with Lachlan Crosbie. Employers need to be aware of key changes to legislation protecting employee rights which will commence in the coming months. The Fair Work Legislation (Protecting Employee Entitlements) Act 2023 (Protecting Employee Entitlements Act) marks the Government’s second major reform to the Fair Work Act 2009 (FW Act). The … Continue reading

Increase to civil penalties for illegal working

All UK employers must carry out right to work checks before employing someone, to ensure that the individual is legally permitted, by reason of their immigration status, to carry out the work in question. Correctly conducting a right to work check prior to employment will provide the employer with a statutory excuse against illegal working. … Continue reading

Singapore publishes Final Report on upcoming Workplace Fairness Legislation

On 4 August 2023, the Tripartite Committee on Workplace Fairness (Tripartite Committee) released[1] its final policy recommendations on the proposed legislative framework to enhance workplace fairness (referred to as the Workplace Fairness Legislation, or WFL), by way of a Final Report that has been accepted by the Singapore Government (Final Report). The Final Report follows … Continue reading