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.
In Anderson v Total Instant Lawns Ltd, 2021 ONSC 2933 (Total Instant Lawns), an employee claimed her job was terminated and sought damages for wrongful dismissal.
In the Netherlands, employers are liable for harm suffered by employees during their work. This can include psychological damage due to sexual harassment.
Employers have been concerned about how layoffs and constructive dismissals that occur during the COVID-19 pandemic would be viewed by the courts under the common law.
On April 28, 2021, Ontario announced in a News Release that it will soon introduce legislation that, if passed, would require employers to pay employees up to $200 per day for up to three days if they miss work for reasons relating to COVID-19.
On April 20, 2021, Peel Public Health (Peel) and the City of Toronto Public Health (Toronto) announced they would be issuing Orders directing business closures in certain circumstances.
The Sub-District Court in Maastricht upheld the summary dismissal of an employee who travelled to an orange zone destination despite his employer’s COVID-19-related travel restrictions.
