Share on LinkedInShare on LinkedIn

ARTICLE · 31 OCTOBER 2022

Employers Take Note: Incoming Changes To Competition Act

Hicks Morley Hamilton Stewart Storie LLP
Explore more from Hicks Morley Hamilton Stewart Storie LLP

Employers should take note of recent amendments made to the Competition Act (Act) by Bill C-19, Budget Implementation Act, 2022, No. 1 which will come into force on June 23, 2023.

CanadaEmployment and HR
Edward J. O'Dwyer
Edward J. O'Dwyer
Author LinkedIn connections

Employers should take note of recent amendments made to the Competition Act (Act) by Bill C-19, Budget Implementation Act, 2022, No. 1 which will come into force on June 23, 2023.

The amendments make it a criminal offence for an employer to conspire, agree or arrange with an unaffiliated employer to fix, maintain, decrease or control wages or terms of employment ("wage-fixing agreements") or to refrain from hiring or trying to hire one another's employees ("no-poach agreements") (see the Guide to the 2022 amendments to the Competition Act, published by the federal government). This is a new provision within the existing criminal conspiracy provisions of the Act.

The penalty for violating this provision is imprisonment for up to fourteen years or a fine to be set at the discretion of the court, or both.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP
Article

Silva v. Royal Bank Of Canada: A Cautionary Tale About Terminating For Cause

A financial planner's wrongful dismissal case against RBC resulted in over $2.5 million in damages after the bank filed an inaccurate termination notice that destroyed her career prospects. The Ontario Superior Court found the bank's conduct vindictive and its allegations of cause unproven, raising critical questions about employer obligations when reporting terminations in the investment industry.
CanadaEmployment and HR
Affleck Greene McMurtry LLP
Affleck Greene McMurtry LLP
Article

Unsubstantiated Findings In Workplace Investigations: What To Do When You Can’t Decide

When workplace investigators face difficult decisions, many default to marking allegations as "unsubstantiated" to avoid risk. However, this seemingly safe approach carries significant organizational costs, undermines complainant trust, and often stems from insufficient training in credibility assessment and the balance of probabilities standard.
CanadaEmployment and HR
RT Workplace Training & Consulting Inc.
RT Workplace Training & Consulting Inc.