Posts from November 2021.

On November 24, 2021, the British Columbia government announced that, effective January 1, 2022, British Columbia employees who are covered by the Employment Standards Act and who have worked more than 90 consecutive days will be entitled to five paid days of personal illness or injury leave per year.

Employees who qualify for the paid leave must be paid an “average ...

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This blog post is a follow-up to our two-part blog post and webinar discussing sweeping changes to Alberta's workers' compensation and occupational health and safety legislation. At that time, it was unknown when the new Alberta Occupational Health and Safety Act ("new OHSA") and revised regulations would come into force.

The Alberta Government has announced that the new ...

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On October 25, 2021, Ontario introduced Bill 27, Working for Workers Act, 2021, and on November 3, 2021 it received its second reading. If passed, the proposed Bill will amend Ontario’s Employment Standards Act, 2000 (ESA) to prohibit non-compete clauses in employment agreements and require organizations with over 25 employees to implement “disconnecting from ...

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Did you know that businesses are protected from being sued for COVID-19 transmission, in certain circumstances, in British Columbia?

In the summer of 2020, the British Columbia government enacted the COVID-19 Related Measures Act and the Covid-19 (Limits on Actions and Proceedings) Regulation to support B.C.’s restart plan for the COVID-19 pandemic. One of the ...

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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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