Canada Labour Code Changes

In 2017 and 2018, the federal government passed four pieces of legislation that make significant amendments the Canada Labour Code (Code), primarily with respect to Part III (Standard Hours, Wages, Vacation and Holidays). A new Part IV, Administrative Monetary Penalties, has also been added. The amendments have staggered coming into force dates.

For federal employers subject to the Code, these sweeping changes have a critical impact on how you manage your workplace. Hicks Morley has the expertise to help you understand and implement the changes, whether your workforce is unionized or non-unionized. We can assist you by:

  • conducting an audit of your policies and procedures to ensure compliance with the changes
  • if you are ordered to do so by the Minister of Labour, providing guidance on conducting an internal audit regarding compliance with Part III of the Code
  • advising on the changes to working conditions, including:
    • flexible work arrangements
    • right to refuse overtime
    • vacation entitlement and holiday pay
    • hours of work and rest period
    • notice of work schedule / shift change
    • breaks
    • new and expanded leaves

We can help you understand your obligations under the incoming “Administrative Monetary Penalties” Part IV, which establishes a penalty system to promote compliance with Parts II and III of the Code, among other things.

We can also assist you in implementing the incoming provisions relating to equal pay for part-time, casual, temporary and seasonable employees, the much expanded obligations regarding harassment and violence, and the new individual and group termination requirements.

And there are even more changes, to those listed above.

September Update on Changes to the Canada Labour Code

With a number of changes to the Canada Labour Code having come into force on September 1, 2019, employers in the federal jurisdiction should take note of new and changing labour standards. These include new scheduling and break provisions, the right to flexible work arrangements, changes to holiday and vacation entitlements, a statutory right to refuse overtime, as well as new and amended leaves of absence. Learn more in the videos below.

Part 1

Part 2

 

The Hicks Morley Advantage

As recognized leaders in the areas of employment and labour law, we are well-positioned to assist employers in complying with these recent changes to the Code and in responding to challenges regarding implementation issues, where necessary.

We have expertise in both in reviewing policies to ensure compliance with the new changes and in advising on the application of the new provisions to specific circumstances.

At Hicks Morley, we will be closely monitoring the changes to the Code that are now in force and will be keeping our clients informed of the coming into force dates of those provisions not yet proclaimed, through our newsletters and educational programs. Our lawyers are also available to provide training on-site, where requested.