Canadian employers subject to federal regulation will want to
take note of changes to the Canada Labour Code that came into force
on September 1, 2019. These reforms apply to a large number of
minimum employment standards with vacation, breaks, leaves of
absences, and predictive scheduling impacted, among others. As a
result of the far-reaching nature of the changes, they will have a
significant impact on federally regulated workplaces.
Notably, the changes are taking effect at a very interesting
time, occurring on the cusp of the Canadian federal election and
well into a calendar year. On this latter point, many employers
have expressed concern about how to approach changes that impact
annual entitlements, since only one-third of the calendar year
remains after September 1, 2019. This article outlines the most
significant changes to the Code that will affect federal
employers.
