A global change in the way we work: A series examining global perspectives of the opportunities, challenges and risks of the transforming workplace.
During the pandemic, employees rethought their relationship with work. Employees now seek roles that offer competitive remuneration with other benefits including flexibility, health, wellbeing, and work-life balance.
This paper examines why and how employees have rethought their relationship with work. It is noteworthy that flexibility, health, wellbeing, and work-life balance are prominent employee needs.
The adverse economic, financial and other effects of the pandemic created uncertainty in the minds of employees and business leaders. The last year or so has been tough for many.
The term ‘Great Resignation’ was coined by Dr Anthony Klotz to refer to the significant number of employees expected to leave their current roles during or towards the end of the pandemic.
In recent years, businesses have been investing in digital transformation. With the pandemic, most businesses have accelerated these initiatives to accommodate, among other things, a transition to some form of remote work – even as we contemplate a return to the workplace in the coming months.
In Quebec, a non-competition obligation imposed on an employee must present limits as to time, place and type of prohibited work, in line with the legitimate interests of the employer.
It has been over a year since COVID-19 first triggered a mass exodus from workplaces. Employees with young children have had to manage difficulties arising from school closures, virtual learning, and struggles to secure and maintain childcare.
As restrictions related to COVID-19 continue to ease in British Columbia and employers are given the green light to return employees to the workplace, the ability to continue working remotely is top of mind for employers and employees alike.
In response to the COVID-19 pandemic, teleworking was not only favoured, but mandatory for a large part of the Quebec workforce.
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