Posts tagged British Columbia.

Further to our previous blog post on paid sick days, the British Columbia government has just announced amendments to paid sick days under the Employment Standards Act. The amendments are:

  • Calendar Year: The current language in the Act says that employees are entitled to five paid sick days in “each employment year.” This was administratively burdensome for employers ...
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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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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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The December holiday season is almost upon us again. And thank goodness. After this year, workers will surely need the opportunity to relax with family and friends, even if this year’s holiday get-together will be hosted by Zoom.

In British Columbia and Alberta, both Christmas Day (December 25) and New Year’s Day (January 1) are statutory / general holidays under each ...

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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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