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Cet été, soyez proactifs : révisez votre politique de prévention du harcèlement psychologique!
Cette année, qui dit automne, dit entrée en vigueur de modifications à la Loi sur les normes du travail (Loi).
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Canada | Publication | June 28, 2024
June 2024 has seen many changes to employment laws for federally regulated workplaces. Some are effective immediately, and some will come into effect on a future date. This update briefly summarizes the most noteworthy of these changes.
In June the federal government released three amendments to the Pay Equity Regulations:
The first of these, SOR/2024-101, has the broadest impact on private sector employers. Among other changes, SOR/2024-101 clarifies the information required in pay equity reports and the proper composition of comparator job classes where there are no predominantly male job classes in the workplace. It also provides a framework for issuing administrative monetary penalties (AMPs) for non-compliance with reporting requirements.
These amendments to the Pay Equity Regulations are effective immediately.
For more information on upcoming federal pay equity compliance deadlines, see our legal update.
On June 20, Bill C-58, An Act to amend the Canada Labour Code and the Canada Industrial Relations Board Regulations, 2012, received royal assent.
Bill C-58’s amendments to Part I of the Canada Labour Code (the Code) include:
Bill C-58’s amendments to the Code will come into force on June 20, 2025. Once the amendments come into effect, the replacement worker prohibition will apply to any ongoing strikes or lockouts, meaning ongoing use of replacement workers must cease.
For more information on the labour relations amendments, see our legal update.
On June 20, 2024, Federal Bill C-59, Fall Economic Statement Implementation Act, 2023, received royal assent. Bill C-59 facilitates the following amendments to the Code (in part by updating prior amending legislation not yet in force):
These amendments are scheduled to come into force on December 17, 2025, or on an earlier date to be fixed by order.
These amendments are to come into force on a date to be fixed by order.
On June 20, federal Bill C-69, Budget Implementation Act, 2024, No.1, received royal assent. Bill C-69 includes the following amendments to the Canada Labour Code.
Employers will be required to consult with affected employees or unions and, for non-unionized employees, provide a 90-day period for feedback. Employers must also keep a record of consultations.
The disconnecting from work provisions will come into force on a date yet to be fixed by order. Employers will have one year from that date to develop a policy.
The author would like to thank Ammar Thaver, law student, for his contribution to preparing this legal update.
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Cette année, qui dit automne, dit entrée en vigueur de modifications à la Loi sur les normes du travail (Loi).
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Une action visant à réclamer des dommages liés à de fausses dénonciations à la police est-elle soumise à la prescription d’un an de l’article 2929 du Code civil du Québec (C.c.Q.) applicable aux actions fondées sur une atteinte à la réputation?
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Depuis le 1ᵉʳ janvier 2024, en vertu de la législation fédérale du Canada, les entreprises d’une certaine taille qui produisent, vendent, distribuent ou importent des marchandises au Canada ont l’obligation de présenter, au plus tard le 31 mai de chaque année, un rapport sur les risques de recours au travail forcé et au travail des enfants dans leurs leurs chaînes commerciales et chaînes d’approvisionnement et les efforts déployés pour les limiter.
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