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.
A recent family law decision proves significant beyond the family law context, including in the employment law context. The decision in Yenovkian v. Gulian marks the first time the privacy tort of false light publicity has been recognized in Canada.
The Workplace Safety and Insurance Appeals Tribunal issued a welcome decision for employers when it confirmed that the Workplace Safety and Insurance Act precludes an employee's civil claim if that claim is based on harassment and bullying.
A recent decision suggests that adjudicators will consider it justifiable when an employer fires an employee whose absences are more frequent than permitted under a reasonable Absenteeism Policy, even if the absences involve a respectable activity.
