The Minister of Labour has determined that from 1 March 2023, the earnings threshold under the Basic Conditions of Employment Act, 1997 (BCEA) increased from R224 080.48 per annum (approximately R18 673.37 per month) to R241 110.59 per annum (approximately R20 092.55 per month).
The national minimum wage increased from R23.19 per hour to
Last year saw little legislative changes in the UK with regard to employment law. However, there may be changes of interest for employment lawyers over the coming year. This blog post looks at what changes employers can expect in relation to employment law this year and what steps they should be taking to prepare for
British Columbia is tightening rules on age minimums for hazardous occupations. Employers should take note, particularly those in industries such as construction, forestry, animal processing, milling, metal processing or refining, oil and gas, power, and any other industry with potential for exposure to harmful materials.
As of January 1, 2023 changes to British Columbia’s Employment
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
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
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
On April 29, 2021, the Ontario government enacted Bill 284, COVID-19 Putting Workers First Act, 2021 (Act). The legislation amends the Employment Standards Act (ESA) to require employers to provide employees covered by the ESA with up to three paid days of sick leave for certain reasons relating to COVID-19.
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
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
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