Publication
Government Investigations in Singapore 2025
We have contributed the Singapore chapter of Getting the Deal Through, Government Investigations 2025.
Canada | Publication | November 22, 2023
Last November 9, the federal Minister of Labour introduced a bill1 (Bill) amending the Canada Labour Code (Code) with a view, among other things, to prohibit the use of replacement workers (also known as “strikebreakers” or “scabs”) during labour disputes.
Here is an overview of the changes currently being proposed that might change collective labour relations in federally regulated workplaces.
A replacement worker is a person who was not an employee in the bargaining unit (Unit) during the strike or lockout at the beginning of the collective bargaining phase and whose services are required by the employer to perform all or part of the duties of employees who are on strike or locked out. This expression therefore also includes, among others:
The use of such employees allows the employer to maintain its activities during a strike or lockout.
Briefly put, the Code currently allows an employer to use replacement workers in the context of a legal strike or lockout to achieve “legitimate bargaining objectives” by exerting economic pressure on the trade union.2 The Code, however, prohibits their use where the employer’s purpose is to undermine the trade union’s capacity to represent its members effectively, for example by trying to get rid of the trade union. The Code also authorizes the employer to use the services of employees in the Unit who agree to continue working during the strike.
Under the Bill, an employer would be prohibited from using, during a legal strike or lockout, the services of the following replacement workers to perform the duties of employees who are on strike or locked out:3
These prohibitions would apply regardless where these services are used, whether inside or outside the employer’s physical establishment, or through remote working.
As it now stands, the Bill provides for the following exceptions:4
The Bill provides that a breach of the prohibition relating to replacement workers would constitute an unfair labour practice. A trade union alleging that the employer has breached these new provisions may file a complaint before the Canada Industrial Relations Board (CIRB) which may, following inquiry, order the employer to stop using the services of replacement workers for the duration of the dispute.6
The unlawful use of replacement workers would also constitute an offence that may give rise to a fine not exceeding $100,000 for each day if the employer is found guilty.7
The Bill also provides for changes to the rules on maintaining activities during strikes or lockouts.8 According to these changes, the employer and trade union would have 15 days following the date of the bargaining notice within which to enter into an agreement respecting the maintenance of activities. In the absence of such an agreement, the CIRB may determine any question. No notice of strike or lockout may be given unless the parties have reached an agreement or the Board has handed down a decision.
The Bill would be coming into force 18 months after it receives royal assent9 and would apply to any strike or lockout ongoing on that day.10
The Bill is in its first reading to the House of Commons, and therefore has several other steps to complete before being enacted. The proposed changes would limit the possibilities for federally regulated businesses to replace striking workers by other employees or managers and would prevent them from calling on certain contractors or sub-contractors for the purpose of maintaining their activities in the event of a labour dispute. In a context where a cessation of the activities of certain federally regulated businesses were to have a material impact on the Canadian economy, these changes are significant. If the Bill were to be enacted, the federal jurisdiction would join other jurisdictions that prohibit the use of strikebreakers, notably British Columbia and Quebec.
Federally regulated businesses would therefore be well advised to prepare for the changes announced in this Bill.
We will be following the progress of this Bill and keep you informed of any further developments.
Section 94 (2.1) of the Code.
Bill C-58, section 9 (2).
Ibid.
These services, however, must continue to be used in the same manner, to the same extent and in the same circumstances as before the bargaining notice was given.
Ibid., section 10.
Ibid., sections 5 to 8.
Bill C-58, section 18.
Ibid., paragraph 17 (3).
Publication
We have contributed the Singapore chapter of Getting the Deal Through, Government Investigations 2025.
Publication
The private credit market and direct lending have grown and diversified immensely in the past decade, offering alternative sources and terms of debt compared to those historically provided by the syndicated leveraged loan and public issuance markets. Consequently, they are fast becoming pivotal components in the capital ecosystem, so much so that the Bank of England consider that the private credit market is currently responsible for approximately $1.8 trillion of debt issuance, which is four times its size in 2015. This growth has been particularly pronounced in Europe and the US but there has also been significant activity in Asia.
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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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