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ARTICLE · 26 SEPTEMBER 2023

Changes To Canada Labour Code – Increase In Notice Required For Individual Terminations Of Employment

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The Budget Implementation Act, 2018, No. 2, introduced increases to the notice requirements for individual terminations of employment under the Canada Labour Code, and the Federal Government...

CanadaEmployment and HR
Megan Kheong
Megan Kheong
Emily Latimer
Emily Latimer
Amy Gibson
Amy Gibson
Shandra Czarnecki
Shandra Czarnecki
Lynsey Gaudin
Lynsey Gaudin
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The Budget Implementation Act, 2018, No. 2, introduced increases to the notice requirements for individual terminations of employment under the Canada Labour Code, and the Federal Government has confirmed that these amendments come into force on February 1, 2024.

Amendments to Notice of Termination Requirements

Under the current Canada Labour Code, federally regulated employers are required to provide a minimum of two weeks' notice or two weeks' wages in lieu of notice to an employee with at least three consecutive months of continuous employment.

The forthcoming Canada Labour Code amendments provide greater notice requirements which are based on the employee's length of employment. As of February 1, 2024, employees that have completed at least three consecutive months of continuous employment with the employer will be entitled to either prior written notice, wages in lieu of notice, or any combination of the two, in accordance with the following formula:

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