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Posts from March 2021.

In 2020, as offices and workplaces across Canada closed or reduced staffing capacity due to COVID-19, many Canadian workers who normally performed work at their employer’s worksite were suddenly required to work from home, either fully or partially. While this has not always been an easy transition, the silver lining is that such workers may be eligible for an income tax ...

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Now that we have persevered through one year of the COVID-19 pandemic, much has been written about pandemic fatigue and associated social isolation, mental stress, and anxiety. Employers may be seeing an increase in the incidence of mental illness claims in their workplaces. Statistics Canada conducted an online questionnaire in April-May 2020, Canadians' mental ...

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This is the second installment of a two-part blog discussing sweeping changes to Alberta's workers' compensation and occupational health and safety legislation. Be sure to check out our previous post, which summarized significant amendments to the Alberta Workers' Compensation Act.

In this installment, we are highlighting five major changes to the occupational ...

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This is the first installment of a two-part blog discussing sweeping changes to the Alberta Workers' Compensation Act (WCA) and Occupational Health and Safety Act (OHSA) made as part of the government's initiative to "cut red tape." While the Legislature passed the amendments in December 2020, most of the changes to the WCA come into force on April 1, 2021, while the new OHSA ...

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About Us

Lawson Lundell's Labour and Employment Law Blog provides updates on the most recent legal developments impacting the Canadian workplace and offers practical tips for employers. We cover a range of topics, including labour relations, employment law, collective bargaining, human rights, employment standards, employment equity, workers' compensation, business immigration, privacy, occupational health and safety and pensions and employee benefits. 

Legal Disclaimer: The information made available on this webpage is for information purposes only. It does not constitute legal advice, and should not be relied on as such. Please contact our firm if you need legal advice or have questions about the content of this webpage. 

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