Bills 47, 66 and 57: Everything You Need to Know About the Never Ending Changes to Ontario, Canada’s Employment Standards Act, 2000 and Labour Relations Act, 1995 and the Indefinite Delay of its Pay Transparency Act

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On November 21, 2018, Bill 47, Making Ontario Open for Business Act, received Royal Assent, repealing a number of amendments made to Ontario's Employment Standards Act, 2000 (ESA), which sets the minimum wage, hours of work, leave entitlements and other minimum employment standards for employees working in Ontario for employers subject to provincial jurisdiction, and its Labour Relations Act, 1995 (LRA), which governs labour-management relations in the province. In fact, Bill 47 effectively reverses certain changes made by a law enacted last year - Bill 148, The Fair Workplaces Better Jobs Act, 2017, which significantly amended Ontario's ESA and LRA.

To further complicate matters for employers, on December 6, 2018, Bill 66, Restoring Ontario's Competitiveness Act, 2018 (Bill 66), passed First Reading.If Bill 66 is passed in its current form, it will also impact Ontario's ESA and LRA.

Finally, in April 2018, Ontario's government passed Bill 3, An Act Respecting Transparency of Pay in Employment (the Pay Transparency Act), which was to come into force on January 1, 2019. The purpose of that Act is to increase transparency in hiring and give women more information when negotiating compensation that is equal to their peers. On November 15, 2018, the government introduced Bill 57, Restoring Trust, Transparency and Accountability Act, 2018, (Royal Assent on December 6, 2018) which amends Bill 3 by changing the date on which the Pay Transparency Act will be effective from January 1, 2019 to a day to be named by proclamation of the Lieutenant Governor.

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