Update: On September 1, 2019, many changes to the Canada Labour Code that we previously summarized came into effect along with some additional, previously unreported changes. The previous and current entitlements/obligations are outlined below. Please contact Piccolo Heath LLP for further information on how these changes may impact your workplace.
The Canada Labour Code (the “Code”) prescribes the minimum employment standards for federally regulated workplaces. Under Bill C-86, the federal government recently made several amendments to the Code, concerning minimum termination notice, leave provisions and vacation pay, amongst other things. In addition, other legislative changes were announced that, while not within the framework of the Code, will impact federally regulated workplaces. A summary of these changes is outlined on this chart.
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Implement the necessary changes and strategize about how to make any impending changes – Employers must implement the necessary changes as per the provisions that came into effect on September 1, 2019. Employers are not yet required to implement all the above changes but should begin to strategize on how best to implement the additional impending changes, and how these changes will impact their workplace.
We are in an election year, meaning there is no guarantee these changes will be long lasting – As provincially-regulated employers in Ontario know, the election of a new government may lead to significant changes to labour and employment standards legislation. While Bill C-86 was proposed by the current majority Liberal government, if there is a federal change in power in October 2019, there may also be corresponding changes to the Code and any pending amendments, and other legislation that impacts federally regulated workplaces. Employers should craft flexible employment agreements and workplace policies that will be responsive to any further changes down the road.
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The changes set out above are sure to have important effects on federally regulated employers and employees. Piccolo Heath LLP will keep you apprised of any further developments.