Labour and Employment Law Blog

In our earlier blog post, we provided an overview of the new paid medical leave provisions for federally regulated employees, which are coming into force on December 1, 2022. The new provisions will entitle such employees to up to 10 days of paid medical leave per calendar year.

Initially, the amendments to the Canada Labour Code permitted the Federal Government to apply the ...

On July 15, 2022 the federal government released its proposed Regulations Amending Certain Regulations Made Under the Canada Labour Code (Medical Leave with Pay) (the “Proposed Regulations”), with respect to paid sick leave for federally regulated employees.

As summarized in our earlier blog post, employees are entitled to a maximum of 10 days sick leave per year ...

Bill C-3, An Act to amend the Criminal Code and the Canada Labour Code (“Bill C-3”) amends the Canada Labour Code (the “Code”) to provide federally regulated employees with the following:

• Ten days of paid sick leave per calendar year; and
• Increases to unpaid bereavement leave in the event of a death of a child or a stillbirth.

The following is a summary of the new ...

Following the discovery of what are believed to be the remains of 215 indigenous children in unmarked graves at a former residential school in Kamloops, BC, the federal government fast-tracked Bill C-5, An Act to amend the Bills of Exchange Act, the Interpretation Act and the Canada Labour Code (National Day for Truth and Reconciliation). The legislation received royal ...

On November 9, 2020, the federal government announced a further temporary extension to permitted layoff periods for federally regulated private-sector employees.

Background

In June of 2020, the federal government extended the time periods for layoffs under the Canada Labour Standards Regulations to allow federally regulated private-sector employers more time to ...

Federally regulated employers in the private sector should mark their calendars for September 1, 2020, when changes to the Canada Labour Code (“Code”) and the new Standards for Work-Integrated Learning Activities Regulations (the “Regulations”) will come into force.

These upcoming legislative changes are part of the federal government’s ongoing ...

An Ontario court recently confirmed that an employee’s desire to return to work does not on its own trigger a duty to accommodate

In Katz Group Canada Ltd. v. Clarke, 2019 ONSC 2188, Mr. Clarke's employment was terminated following a five year absence, after the long term disability provider told the employer that Mr. Clarke was unable to perform the essential duties of the ...

Summer is often a time for rest and relaxation but federally regulated employers will need to spend at least part of the summer months preparing for significant changes to the Canada Labour Code (the “Code”) which come into effect September 1, 2019. These changes are in addition to amendments that have already come into force and further changes that are pending, all in ...

Last week we posted, “Changes to Labour Relations Code Proposed in New Report” where we outlined some notable recommendations in the panel’s report for amendments to the provincial labour relations code.

This post serves as a reminder to federally-regulated employers of upcoming amendments to the Canada Labour Code (“Code”). 

These amendments include:

For our clients in the federal sector, we often receive questions about the unjust dismissal provisions in the Canada Labour Code (the “Code”).

Under the Code, federally regulated employees in non-management positions with more than 12 months of service are protected from unjust dismissal. If such an employee is dismissed and the dismissal is unjust, the employee ...