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June 2024 brings many changes to federal employment laws
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.
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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.
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Since 2022, the Government of Canada has introduced three waves of amendments to the Competition Act (Act), making substantive changes to Canada’s competition laws, with the most recent amendments receiving royal assent on June 20, 2024.
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Last week, the Supreme Court of Canada issued its decision in York Region District School Board, which confirmed that the Canadian Charter of Rights and Freedoms applies to Ontario public school boards.
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On June 20, securities regulatory authorities in each of Alberta, British Columbia, Nova Scotia, Ontario, Quebec and Saskatchewan (the participating jurisdictions) issued temporary local blanket orders that allow exempt market dealers (EMDs) to participate in prospectus offerings subject to the restrictions set out below (the Blanket Orders).
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Starting in 2022, the Government of Canada has introduced three waves of amendments to the Competition Act (Act) resulting in the most significant revisions to Canada’s competition laws in over a decade.
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Since January 1, 2024, federal legislation in Canada requires companies of a certain size that produce, sell, distribute or import goods into Canada to file a report by May 31 each year regarding the risks of forced labour and child labour in their business and supply chains and the efforts taken to reduce those risks.
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