Publication
Pensions Regulator announces changes to the DC scheme return for 2024
The Regulator has issued an online announcement about upcoming changes to its DC scheme return.
Publication | October 2019
The latest Canada Labour Code amendments are not the only recent legislative changes that federally regulated employers must contend with. In July 2019, the federal Accessible Canada Act (the Act) came into force. The Act requires federally regulated employers to take further steps to remove physical and non-physical barriers that employees with disabilities face.
The Act’s purpose is to identify and remove barriers, and prevent new barriers, for persons with disabilities in a variety of areas, including employment. The Act interprets this purpose very broadly. A “barrier” is anything—including anything physical, architectural, technological, and attitudinal—that hinders the full and equal participation in society of persons with an impairment. A “disability” includes any permanent or temporary physical, mental, communication, or sensory impairment that, in interaction with a barrier, hinders a person’s full and equal participation in society.
The Act applies to federally regulated employers and imposes three general obligations on them, as follows:
The Act further creates the Canadian Accessibility Standards Development Organization, which would allow stakeholders to provide input on developing model accessibility standards. These standards could become binding on employers. An accessibility commissioner will oversee compliance with the Act. Employers who contravene the Act can be liable for a fine of up to $250,000.
The Act’s requirements go above and beyond what employers are required to do to fulfill their duty to accommodate under applicable human rights legislation. The Act addresses accommodation on a more systemic level, whereas the approach of human rights legislation is more individualized. In addition to the accommodation itself, the Act requires employers to develop specific programs for removing barriers for disabled persons. Furthermore, the Act is notable for the degree to which it requires employers and employees to work with one another to achieve its aims.
The Governor-in-Council has not yet set the date by which employers must implement their accessibility plans. Even then, any date that is set will give employers at least one year to draft their initial plans. Other employer responsibilities under the Act will then flow from implementing these first plans. Still, it is not too early for employers to begin considering what barriers their employees currently face, how their accessibility plans will ameliorate those barriers and prevent the rise of new barriers, and how they will develop and implement their accessibility plans. In discharging each of these responsibilities, consultation with employees will be key.
Publication
The Regulator has issued an online announcement about upcoming changes to its DC scheme return.
Publication
On July 30, 2024, the Regulator published its market oversight report on how trustees are complying with their environmental, social and governance (ESG) duties, including in respect of climate change.
Publication
We reported last month that the Court of Appeal had agreed with the High Court’s previous judgment that all rule amendments to contracted-out DB schemes between 1997 and 2013 require written actuarial certification. Three pensions professional bodies have now issued a joint statement on the effect of the ruling.
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