To date, few decisions in Canada have considered whether the amount of the Canadian Emergency Response Benefit (CERB) employees receive after their job termination should be deducted from their damages in lieu of common law reasonable notice.
Based on the provincewide vaccination rate and continuing improvements in key public health and health system indicators, Ontario has announced that it will enter Step One of the Roadmap to Reopen on June 11 rather than on June 14.
On May 11, 2021, British Columbia (BC) announced that it had introduced Bill 13, Employment Standards Amendment Act (No. 2), 2021 (Bill 13) for first reading. If passed, Bill 13 will amend the province’s Employment Standards Act to add two new leaves.
On May 20, 2021, Ontario released its long-awaited Roadmap to Reopen (Roadmap), a three-step plan to safely and gradually reopen the province and loosen certain public health restrictions.
Employees in Canada who want to get vaccinated but lack a contractual or statutory right to paid time off to do so may be unable to afford the reduction in income that would ensue if they took time off work to get vaccinated.
A recent Ontario court ordered an employer to pay damages for reasonable notice at common law when it decided the employer repudiated its employment agreement for failing to comply with one of its termination provisions.
