On June 23, 2023, amendments to the Competition Act will come into force that criminalize wage-fixing and no-poaching agreements between unaffiliated employers. These changes are intended to prevent employer activities that undermine competition and efficient labour allocation. We discuss the amendments in further detail below.
Prohibition on Wage-Fixing and ...
As we previously reported, the B.C. Government amended the Workers Compensation Act (the “WCA Amendments”) to impose new obligations on B.C. employers in respect of the return of injured workers to their job.
Effective January 1, 2024, B.C. employers will have a statutory obligation to return injured workers to their job. These employers will have a new statutory duty ...
The Pay Transparency Act[1] (the “Act”) is now law in British Columbia. British Columbia employers should be aware of and take steps to comply with the key requirements that we highlight below.
This legislation was passed relatively quickly, having been proposed in early March 2023 and brought into force on May 11, 2023. No supporting regulations are currently in ...
A recent decision from the Alberta Human Rights Commission serves as a good reminder to employers to keep sufficient notes and document reasons to justify the termination of employment of employees, even in not-for-cause situations. For employees, the same decision serves as notice that the mere fact of having immutable characteristics or belonging to a protected group ...
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Lawson Lundell's Labour and Employment Law Blog provides updates on the most recent legal developments impacting the Canadian workplace and offers practical tips for employers. We cover a range of topics, including labour relations, employment law, collective bargaining, human rights, employment standards, employment equity, workers' compensation, business immigration, privacy, occupational health and safety and pensions and employee benefits.
Legal Disclaimer: The information made available on this webpage is for information purposes only. It does not constitute legal advice, and should not be relied on as such. Please contact our firm if you need legal advice or have questions about the content of this webpage.