Tag archives: Canada Labour Code

Free menstrual products in Canadian federally regulated workplaces

By Kevin MacNeill, Preston Brasch and Erin Colwell on October 31, 2022 Posted in Canada

The Minister of Labour for Canada has announced Proposed Regulations under the Canada Labour Code. If adopted, employers will have to, among other things: Provide menstrual products, including clean and hygienic tampons and menstrual pads, in each toilet room or, if that is not possible, in another location in the workplace controlled by the employer … Continue reading

Canada Labour Code Regulations to Require Reimbursement for Employee Expenses and More

By Kevin MacNeill and Emma Hamer on October 11, 2022 Posted in Canada

Federally regulated employers take note: there are two new pending Regulations addressing (i) reimbursement of employees’ work-related expenses and (ii) the requirement to give new employees a written statement of employment conditions within the first 30 days of employment. Reimbursement for Reasonable Work-Related Expenses Time limit for reimbursement Employers will have to reimburse reasonable work-related expenses … Continue reading

Federal Employers & Administrative Monetary Penalties

By Geneviève Lay (CA) on January 25, 2022 Posted in Canada

Within the several changes to the Canada Labour Code (Code) that came into force on January 1, 2021, a new Part IV to the Code entitled “Administrative Monetary Penalties” (AMPs) accompanied by the Administrative Monetary Penalties (Canada Labour Code) Regulations (Regulations) was added. A phased-in approach has been adopted by the federal Labour Program, with … Continue reading

Notice to federally regulated employers: 10 days of medical leave of absence with pay

By Geneviève Lay (CA) on January 20, 2022 Posted in Canada, North America

On December 17, 2021, the federally proposed Bill C-3 received royal assent. One of the material amendments made to the Canada Labour Code (Code) will allow employees to earn up to 10 days of medical leave of absence with pay in a calendar year. This amendment will apply to all employees working in a federally … Continue reading

Avis aux employeurs sous réglementation fédérale : 10 jours de congé payé pour raisons médicales

By Geneviève Lay (CA) on January 20, 2022 Posted in Canada

Le 17 décembre 2021, le projet de loi C-3 proposé par le gouvernement fédéral a reçu la sanction royale. Une des modifications importantes au Code canadien du travail (Code) est la suivante : un employé pourra acquérir au plus 10 jours de congé payé pour raisons médicales par année civile. Cette modification sera applicable à tout … Continue reading

Government Announcements for Federally-Regulated Employees

By Geneviève Lay (CA) on December 10, 2021 Posted in Canada, North America

Mandatory vaccination The federal government has announced that it will propose regulations under Part II of the Canada Labour Code (Code) – Occupational Health and Safety – to make vaccination against COVID-19 mandatory in all federally-regulated workplaces. It looks to quickly finalize these new regulations so that they are in force as of 2022. An … Continue reading

Federally regulated employers can now terminate without just cause

By Michael Torrance on March 5, 2015 Posted in Canada

The recent Federal Court of Appeal decision in Wilson v Atomic Energy of Canada Limited addressed the long-standing question of whether federally regulated employers under the Canada Labour Code can terminate employees without just cause. Judge Stratas at the Federal Court of Appeal found that federally regulated employers may dismiss employees without cause upon reasonable notice … Continue reading

Without Cause Dismissals Permitted Under the Canada Labour Code

By guestauthor on August 16, 2013 Posted in Canada, North America

This post was contributed by Jonquille Pak, Associate, Norton Rose Fulbright Canada LLP (Toronto) In the recent case of Wilson v. Atomic Energy of Canada Ltd. (“AECL”) 2013 FC 733, the Federal Court confirmed that companies subject to the Canada Labour Code (the “Code”) are permitted to dismiss non-union employees without just cause. The decision … Continue reading