PH Reports
Dying to know more? Our PH Reports are informative bulletins on employment law news. Can’t find what you’re looking for? Contact us and we’ll talk you through it.
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This past summer, we wrote about some of the key amendments to the Employment Standards Act, 2000 (“ESA”) and the Occupational Health and Safety Act (“OHSA”) triggered by the introduction of one bill, and the passing of another. Now, the Ontario government is putting a bow on loose ends just in time for the holiday season. The government passed the Working for Workers Five Act, 2024 on October 28, 2024 (“Bill 190”), after passing the Working for Workers Four Act, 2024 (“Bill 149”) earlier in March.
This PH Report will briefly outline some of the key changes to the ESA and OHSA in 2024 and when these changes take effect, if they have not already. It will also briefly highlight some of the provisions in the brand-new Working for Workers Six Act, 2024, announced on November 27, 2024.
In recent months, the Ontario government has proposed several amendments to legislation affecting employers in Ontario. In addition to the proposed legislative updates, the courts have also released key decisions in the last few months. This PH Report summarizes the proposed amendments outlined in the Working for Workers Five Act, 2024 and three significant decisions regarding frustration of contract, mental distress damages, and the failure to mitigate damages.
This fall, we saw many updates to legislation in Ontario, and just when employers thought they would catch a break in keeping up with new additions, the Government of Ontario announced a flurry of additional changes before the winter break. This PH Report summarizes more announced (and anticipated) changes coming to an Ontario workplace near you.
A new school year has begun and the days already seem to be getting shorter. Soon leaves will turn and change from green to the beautiful colours of fall. Thought will turn to family gatherings and traditions for Thanksgiving, and to costumes and candies for Halloween. But with October upon us, employers must also turn their mind to several changes in the law which directly impact them.
In this PH Report, we are share an update regarding the Competition Act, a piece of legislation that we rarely handle. New employment-related provisions are coming into force in June, which will impact all Canadian employers and their internal and external HR practices.
In this PH Report:
Case Updates
Employment Standards Act, 2000: Things You Should Know
Ministry of Labour Updates
Legislative Updates: What’s New
In March 2020, the Ontario government created the “deemed” Infectious Disease Emergency Leave under the ESA. Because of the deemed IDEL, non-unionized employees were deemed to be on a job-protected leave of absence if their hours were reduced or eliminated by the employer for COVID-related reasons. The “deemed” IDEL is now set to expire on July 30, 2022.
In this PH Report:
What the Easing of COVID-19 Restrictions Means for Employers in Ontario;
Mandatory Vaccination Policies;
Update on Non-Competition Agreements;
Ministry of Labour Orders: A Cautionary Tale for Employers; and
Ministry of Labour – What’s New
In this PH Report:
The Ontario government has once again extended the deemed Infectious Disease Emergency Leave (IDEL), this time until January 1, 2022.
The Ontario Human Rights Commission (OHRC) has delivered some much-needed guidance about COVID-19 vaccine mandates in the workplace in the newly released policy statement.