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ARTICLE · 25 MARCH 2024

Giving Notice: Individual Terminations Subject To New Rules In Canada Labour Code

Blake, Cassels & Graydon LLP
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Changes to requirements regarding individual terminations in the Canada Labour Code (CLC) came into effect on February 1, 2024. The amendments were enacted by the Budget Implementation Act, 2018, No. 2.

CanadaEmployment and HR
Blakes Employment & Labour Group
Blakes Employment & Labour Group
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Changes to requirements regarding individual terminations in the Canada Labour Code (CLC) came into effect on February 1, 2024. The amendments were enacted by the Budget Implementation Act, 2018, No. 2. Federally regulated employers are now required to (i) provide enhanced statutory notice entitlements to employees who are dismissed without just cause, and (ii) provide a termination statement to each employee who is dismissed from employment.

Statutory Notice Entitlements

Previously, in the context of individual terminations without just cause, the CLC required federally regulated employers to provide employees with two weeks' notice of termination or pay in lieu of such notice, if the employees had at least three consecutive months of continuous service. However, as of February 1, 2024, the CLC has been amended to provide employees with a graduated system of statutory notice entitlements that increases based on continuous years of service.

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