Tag archives: employment standards

New Ontario employment legislation requires “disconnect from work” policies and prohibits non-competes

New legislation in Ontario introduces a first-in-Canada requirement for employers to prepare “disconnect from work” policies for their employees.  It also creates a novel prohibition on non-competition provisions in employment agreements. On December 2, 2021 Bill 27, Working for Workers Act, 2021, (“Bill 27”) received royal assent, passing into law several amendments to employment-related legislation … Continue reading

Sick Day: Five Days’ Paid Leave for BC Employees Starts January 1, 2022

On November 24, 2021, the Government of British Columbia announced that, as of January 1, 2022, eligible employees will be entitled to five paid days of sick leave per year, pursuant to amendments to the Employment Standards Act (ESA) and Employment Standards Regulation, for any personal illness or injury. This entitlement is in addition to … Continue reading

Ontario Divisional Court expands statutory severance pay threshold

In Hawkes v. Max Aicher (North America) Limited, the Ontario Divisional Court held that the calculation of an employer’s payroll for the purposes of determining its severance pay obligations under the Ontario  Employment Standards Act, 2000 (ESA) must include its payroll outside of Ontario and Canada. Background The employee was employed by Max Aicher (North … Continue reading

Avis aux employeurs – changements aux congés pour les parents

Étiez-vous informés des modifications récentes à la Loi sur l’assurance parentale et à La loi sur les normes du travail (LNT) concernant les congés de maternité, de paternité et parental? Les employeurs devront revoir leur politique d’entreprise et/ou convention collective pour tenir compte de  ces changements. Ces lois ont été récemment modifiées par le projet … Continue reading

Everyone Needs a Break Sometimes: Employer Rights and Obligations around Employee Vacation in British Columbia

The COVID-19 pandemic has put much on hold, including many vacation plans. As travel remains restricted, some employees may be interested in postponing vacation until greater and safer options become available. However, employers that are continuing to experience slowed operations may prefer for employees to use up their vacation entitlement sooner rather than later. For … Continue reading

Quelques précisions sur les conséquences de la pandémie pour les employeurs au Canada : dispositions clés en matière de licenciement collectif

Alors que bon nombre d’employés regagnent progressivement leurs lieux de travail physiques ou leurs chantiers, il est encourageant de constater que les gouvernements ont amorcé la levée des restrictions imposées aux employeurs. En effet, près d’un million de personnes au Canada ont trouvé un emploi entre mai et juin. Cela dit, partout au pays, les … Continue reading

More on employer pandemic consequences in Canada: key “group” termination considerations

As many employees gradually return to the physical workplace or jobsite, governments are encouragingly lifting restrictions on employers. Indeed, nearly one million people in Canada found jobs between May and June. Nonetheless, employers across the country are continually reassessing how to best position themselves for what remains an uncertain future. In some cases, the need … Continue reading

For your consideration: Varying BC employment agreements amid pandemic

As employers prepare for the cautious reopening of the economy and the gradual return to the physical workplace, questions on altering the terms of an existing employment agreement could certainly arise for a number of legitimate reasons. Specifically, employers often ask under what circumstances they can make changes to existing employment agreements. Commonly, employers face … Continue reading

Ontario: Paying employees for the Victoria Day Holiday during the pandemic

Monday May 18, is Victoria Day (Journée nationale des patriotes, or National Patriot’s Day, in Quebec); a holiday which most employees are entitled to take off and receive public holiday pay. The COVID-19 pandemic has resulted in emergency leaves, temporary layoffs and reduced schedules. As a result, some may have lost track of upcoming long … Continue reading

Relaxation of German working time regulations due to COVID-19?

In an effort to fight the effects of the COVID-19 epidemic the Federal Ministry of Labour and Social Affairs (BMAS) is working on a bill to relax restrictions on working time in Germany. Specifically, longer working hours, shorter rest periods and the employment of workers on Sundays and public holidays for certain activities will temporarily … Continue reading

US employment law considerations for COVID-19 coronavirus

COVID-19, the 2019 novel coronavirus (“COVID-19” or the “coronavirus”) is naturally on the minds of US employers as the number of cases in the US continues to rise. Although the Centers for Disease Control is still advising that most people in the US have a low immediate risk of exposure, that could change and employers … Continue reading

Covid-19: what should – or not – Luxembourg employers do?

The Coronavirus outbreak continues to spread and whilst its impact is currently contained, the threat of new countries being affected continues as the events which have recently occurred in Italy and the recent positive diagnosis of a Coronavirus case in Luxembourg have shown us. As it stands, China’s economy has been severely affected although it … Continue reading

Les Interprétations, politiques et guides fournissent des lignes directrices pratiques aux employeurs en lien avec les modifications du 1er septembre 2019 du Code canadien du travail

Le 1er septembre 2019, une série de nouvelles modifications apportées au Code canadien du travail (« Code ») sont entrées en vigueur et ont eu une incidence sur les heures de travail et repos, les heures supplémentaires, l’assouplissement des conditions d’emploi, les congés annuels bonifiés ainsi que les congés rémunérés et non rémunérés. Le Programme du travail du … Continue reading

Interpretations, Policies and Guidelines offer practical guidance to employers on the September 1, 2019 amendments under Canada Labour Code

On September 1, 2019, a series of new amendments under the Canada Labour Code (“Code”) came into force, affecting hours of work and rest, overtime, flexible work arrangements, enhanced vacation entitlements, paid leaves and unpaid leaves. The federal government’s Labour Program has since published a number of Interpretations, Policies and Guidelines (“IPGs”), whose aim is … Continue reading

Hausse du salaire minimum au Québec

À compter du 1er mai 2020, le salaire minimum au Québec sera haussé de 0,60 $ l’heure, pour atteindre 13,10 $ l’heure, soit une augmentation de 4,8 % par rapport au salaire minimum en vigueur (12,50 $ l’heure)[i]. Le Québec emboîte ainsi le pas à l’Alberta, à l’Ontario et à la Colombie-Britannique en haussant le … Continue reading

A Festive Reminder: Employee Entitlements during the Holiday Season

As 2020 quickly approaches, there are a number of upcoming statutory holidays that would trigger obligations of employers to their employees. Below, we have summarized some the most important obligations of provincially regulated employers in Alberta, British Columbia, Ontario and Quebec, as well as federally regulated employers, to their employees with respect to the upcoming … Continue reading

Un joyeux rappel : Droits des employés pendant le temps des Fêtes

Comme 2020 approche à grands pas, il y a un certain nombre de jours fériés à venir qui créent des obligations pour les employeurs envers leurs employés. Nous avons résumé ci-dessous certaines des plus importantes obligations ayant trait à ces jours fériés pour les employeurs régis par les lois provinciales de l’Alberta, de la Colombie-Britannique, … Continue reading

Launch of the Federal Employment Guide for Employers: September 1 Amendments to Part III of the Canada Labour Code

A suite of changes to Part III of the Canada Labour Code (the Code) are coming into force on September 1, 2019, that will confer new rights to employees. For many federally regulated employers, these amendments, brought under Bills C-86 and C-63, will have a significant impact on their workplaces and businesses. To assist employers … Continue reading

Lancement du Guide d’information en matière de droit de l’emploi et du travail fédéral: Modifications à la partie III du Code canadien du travail qui entreront en vigueur le 1er septembre 2019

Une série de nouvelles modifications apportées à la partie III du Code canadien du travail (Code), qui entreront en vigueur le 1er septembre 2019, conféreront de nouveaux droits aux employés. Ces modifications, adoptées en vertu des projets de loi C-86 et C-63, auront des répercussions importantes sur le milieu de travail et l’entreprise de nombreux employeurs … Continue reading

Free Menstrual Products in Federally Regulated Workplaces Proposed

In May 2019, in the Canada Gazette, the Labour Program of the Department of Employment and Social Development (the “Labour Program”) announced a proposal to require all federally regulated employers to provide free menstrual products in the workplace for employees “due to the shame and stigma that often surrounds menstruation.” In addition, the Labour Program … Continue reading

Le projet de loi C‑86 reçoit la sanction royale : nouveaux congés, préavis plus longs, régime proactif d’équité salariale et plus encore

Le projet de loi C‑86, la Loi no 2 portant exécution de certaines dispositions du budget déposé au Parlement le 27 février 2018 et mettant en œuvre d’autres mesures (« projet de loi »), a reçu la sanction royale le 13 décembre 2018. Comme il a été mentionné dans nos publications précédentes sur les modifications apportées au Code canadien du travail … Continue reading

Singapore: “Watershed” Amendments to Employment Legislation

Singapore’s employment laws are set to undergo watershed changes come April 2019. In summary, a greater number of employees – in particular, professionals, managers and executives (“PMEs”) – will soon be able to avail themselves of the statutory protections contained in Singapore’s Employment Act, the key employment legislation in Singapore. The single most significant legislative … Continue reading
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