As discussed in our
Communiqué dated August 21, significant amendments to
the Canada Labour Code (the "Code") came into force on
September 1, 2019. Just prior to this, on August 30, 2019, the
federal government published a set of interpretations, policies,
and guidelines (IPGs) in relation to these amendments which will be
of interest to all federally regulated employers.
Most of these IPGs set out the way in which various aspects of
the amendments will be interpreted. For instance, 802-1-IPG-091 defines what constitutes a
"situation that the employer could not have reasonably
foreseen" for the purposes of exempting employers from
particular break, rest period, scheduling and notice of shift
change requirements under the amended Code.
