On April 30, 2020, the Ontario government, in collaboration with provincial health and safety associations, released the Health and Safety Association Guidance Documents for Workplaces During the COVID-19 Outbreak.
In a previous article, we noted the need for the new Ontario government to provide some clarity as to if and when the Pay Transparency Act, 2018 was going to be implemented. The government has now indicated that it will delay the implementation of the Act. Under Ontario’s Bill 57, the Restoring Trust, Transparency and Accountability Act,
The Pay Equity Act, which Canada’s federal government passed in 2018, is going into effect on August 31, 2021. The act aims to address the systemic gender-based discrimination faced by women in federally regulated sectors by achieving pay equity through proactive measures. The act will require all federally regulated employers to analyze their compensation practices, even if they have not received a complaint and even if they believe there is no wage gap in their organization.
Bill 47, the Making Ontario Open for Business Act, 2018, passed its third reading on November 21, 2018, and will now become law in Ontario. Bill 47 repeals several provisions introduced by the previous liberal government under Bill 148, the Fair Workplaces, Better Jobs Act, 2017. Bill 47 contains a number employer-friendly changes that will come into effect
According to Statistics Canada, two in five employers in Canada have reduced hours or laid off one or more employees since the beginning of the COVID-19 crisis. One of the risks associated with those difficult decisions is a constructive dismissal claim that would trigger statutory notice and severance requirements under provincial employment standard legislation and under the common law. Ontario’s government has now taken a major step to prevent claims under its Employment Standards Act, 2000 (ESA) resulting from COVID-19.