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Competition Act amendments hub
Since 2022, there have been three waves of amendments to the Competition Act resulting in the most significant revisions to Canada’s competition laws in over a decade.
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Canada | Publication | December 21, 2022
On January 1, 2023, business and information technology (IT) consultants who meet certain criteria will be excluded from the application of the Employment Standards Act, 2000 (the ESA). This update summarizes these new ESA exceptions and outlines the implications for organizations that work with consultants.
The new exceptions allow organizations to achieve greater certainty over the status of their working relationships with consultants. If those relationships are structured within the new exception criteria, organizations can limit the risk of future claims of employment status under the ESA.
Effective January 1, 2023, the ESA will not apply to business and IT consultants, provided that these individuals meet the new definitions and criteria set out in the ESA.
A “business consultant” is an individual who provides advice or services to a business or organization regarding its performance, including advice or services regarding its operations, profitability, management, structure, processes, finances, accounting, procurements, human resources, environmental impacts, marketing, risk management, compliance or strategy.
An “IT consultant” is an individual who provides advice or services to a business or organization regarding its IT systems, including advice about or services for planning, designing, analyzing, documenting, configuring, developing, testing and installing IT systems.
For the exception to apply, the following requirements must be met:
If the business or IT consultant meets the definitions and criteria set out above, the minimum employment standards in the ESA will not apply.
Organizations that want to ensure business and IT consultants are not subject to the ESA should review their existing agreements to determine whether they comply with the requirements outlined above. To the extent that organizations want the exceptions to apply to consultants whose agreements do not meet the ESA requirements, the terms will have to be renegotiated or revisited in the future. Organizations will also want to keep these new exceptions in mind when retaining consultants in the future and draft agreements accordingly.
However, it is unclear what impact these statutory exceptions may have, if any, on the analysis at common law regarding the (mis)characterization of independent contractors. At common law, courts assess whether an individual has been properly classified as an independent contractor by typically reviewing:
It is unknown whether these new ESA exceptions might change that analysis for business and IT consultants. As such, there is a risk that business and IT consultants who are exempt from the ESA could still be found to be an employee or dependent contractor at common law. This may give rise to employment-related obligations for an organization, including the requirement to give reasonable notice of termination. As a result, until there is further clarity on how these new exceptions will be interpreted, it would be prudent for employers not to disregard the common law when deciding whether to take advantage of these new ESA exceptions.
Publication
Since 2022, there have been three waves of amendments to the Competition Act resulting in the most significant revisions to Canada’s competition laws in over a decade.
Publication
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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