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Global rules on foreign direct investment (FDI)
Cross-border acquisitions and investments increasingly trigger foreign direct investment (FDI) screening requirements.
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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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Cross-border acquisitions and investments increasingly trigger foreign direct investment (FDI) screening requirements.
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On February 2, 2024, the Belgian Presidency of the Council of the European Union confirmed that the Committee of Permanent Representatives had signed the Artificial Intelligence (AI) Regulation, referred to as the AI Act. Approval by the EU Parliament followed on 13 March 2024, and the AI Act is likely to appear in the EU’s Official Journal around May 2024. The AI Act aims to establish a stringent legal framework governing the development, marketing, and utilisation of artificial intelligence within the region, thereby marking a significant advancement in the regulation of this burgeoning domain.
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The EU’s Artificial Intelligence Regulation, commonly referred to as the AI Act, is expected to come into force during the summer of 2024 (the AI Act). The AI Act will be the first comprehensive legal framework for the use and development of artificial intelligence (AI), and is intended to ensure that AI systems developed and used in the EU are safe, transparent, traceable, non-discriminatory and environmentally friendly.
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