In response to the COVID-19 crisis, the Federal Government of Canada has made changes to Employment Insurance (EI) Sickness Benefits and its Work-Sharing Program to assist eligible employers and employees.
On March 18, 2020, the governments of Canada and the United States announced they will be closing the border between the two countries for all non-essential travel.
The Ontario government intends to introduce legislation that, if passed, would immediately provide job-protected leave to employees in isolation or quarantine due to COVID-19, or those who need to be away from work to care for children due to closures.
On March 16, 2020, the Government of Canada announced that effective 12 p.m. ET on Wednesday, March 18, 2020, only Canadian citizens, Canadian permanent residents, their close family members, diplomats and U.S. citizens will be permitted to enter Canada.
The following Frequently Asked Questions (FAQs) are designed to address some of the more common questions that employers with operations in Canada currently face.
An Independent Expert Panel on Modern Federal Labour Standards has released a report making recommendations for additional amendments to Canada’s Labour Code.
Whether a wrongfully dismissed employee is entitled to damages as compensation for the value of incentives that would have vested during the reasonable notice period is frequently litigated in Canada.
A recent decision—concerning the wrongful dismissal claim of a contractor who worked for a business for 10 years before becoming an employee—considers key questions about the calculation of reasonable notice, when the employee later separates.
Recently, in Bank of Montreal v. Li, 2020 FCA 22, the Federal Court of Appeal upheld a lower court's decision that federally regulated employees can make a complaint for unjust dismissal despite signing a release and settlement agreement.
This Insight article outlines the Canadian health authority’s travel recommendations in light of the current health crisis, and provides an overview of Canadian employment laws that might be implicated should the coronavirus reach the workplace.
