In A Flash
Currently, under Ontario’s workplace laws, if a subcontractor fails to pay its employees the wages they are owed, the employees or their trade union must seek recourse against the subcontractor itself. This may involve filing a grievance under an applicable collective agreement, commencing a court action, or lodging a complaint with the Ministry of Labour, … Continued
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OHS & Workers’ Compensation Advisor
The Working for Workers Seven Act, 2025 (“WWA7”) became law on November 27, 2025. It amended section 7.6.1 of the OHSA by adding the Equivalency Requirement – the details of which would be subject to the OHSA’s regulations.[1] The WWA7 also empowered Ministry of Labour, Immigration, Training and Skills Development inspectors to issue Administrative Monetary … Continued
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OHS & Workers’ Compensation Advisor
In November 2025 the Ontario government empowered Occupational Health and Safety Act (“OHSA”) inspectors to issue Administrative Monetary Penalties (AMPs) for violations of the OHSA and its regulations – a significant enforcement change. However, at that time, most of the relevant details were left to a pending regulation. In our previous Advisor, we identified numerous … Continued
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In A Flash
Changes Taking Place Currently, under the Alberta Employment Standards Code (the “Code”), an eligible employee can take up to 16 weeks of long-term illness and injury leave per calendar year. Starting on January 1, 2026, eligible employees will be able to take up to 27 weeks of leave per calendar year. This change aligns with … Continued
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Employers' Advisor
In this issue: 1) Ontario Gets Working for Workers Seven…And B.C. Plays Catch-Up (Or Skips Ahead) 2) Truth Over Tarnish: Negative Work Reference Held Not Defamatory 3) Time to Face the Change: HRTO Introduces Mandatory Mediation and Releases Updated Practice Directions
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OHS & Workers’ Compensation Advisor
On November 27, 2025, Bill 30, the Working for Workers Seven Act, 2025, received Royal Assent. In this seventh bill amending legislation applicable to workplaces, the Ontario Occupational Health and Safety Act (“OHSA”) has been amended to provide a new tool to the enforcement arsenal of Ministry of Labour, Immigration, Training and Skills Development (“MOL”) … Continued
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In A Flash
The British Columbia government has established new regulations restricting when employers can and cannot ask employees to present a sick note if they do not attend work for certain short-term health related reasons.
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In A Flash
Employment and Social Development Canada (“ESDC”) recently made changes to the advertising requirements for employers using the Job Bank for the purposes of a Labour Marker Impact Assessment
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Employers' Advisor
In this issue: 1) Ontario Gets Working for Workers Seven…And B.C. Plays Catch-Up (Or Skips Ahead) 2) Truth Over Tarnish: Negative Work Reference Held Not Defamatory 3) Time to Face the Change: HRTO Introduces Mandatory Mediation and Releases Updated Practice Directions
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