Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 20 MAY 2016

Work Life Balance: Do Employers Have A Duty To Accommodate?

Langlois Avocats
Explore more from Langlois Avocats

For several years now, employers in Quebec have had access to an increasingly qualified labour force, made up primarily of individuals between the ages of 25 and 50...

CanadaEmployment and HR
Catherine Galardo
Catherine Galardo
Pierre-Olivier Lessard
Pierre-Olivier Lessard
Author LinkedIn connections

For several years now, employers in Quebec have had access to an increasingly qualified labour force, made up primarily of individuals between the ages of 25 and 50, who are demanding or seeking better work-family balance.

Labour law and employers must both adapt to this new reality which, as the statistics show, is taking on increasing proportions: the birth rate is on the rise in Quebec1, and the percentage of women in the workforce aged 25 to 54 with at least one child under the age of 16 is also growing2. In addition, for an overwhelming majority of couples with children, both parents are active in the labour force3, notwithstanding that a significant proportion of Quebec families with children are single-parent households4.

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

WorkSafeBC Proposes Changes To Laws Regarding Workplace Harassment And Violence

WorkSafeBC is proposing significant amendments to British Columbia's Occupational Health and Safety Regulation that would fundamentally reshape how employers address workplace harassment, violence, and psychological health. The proposed changes introduce expanded definitions, new prevention program requirements, and obligations to identify and control psychosocial hazards. These amendments could require most B.C. employers to substantially revise their existing workplace policies and procedures.
CanadaEmployment and HR
Cassels
Cassels
Article

Bill C-39: Big Changes Are Coming To Federal Workplace Rules

The federal government has tabled Bill C-39, introducing sweeping reforms to the Canada Labour Code that will fundamentally reshape union negotiations, dispute resolution, and workplace enforcement for federally regulated employers. These changes, stemming from extensive public consultations with over 26,000 responses, grant new ministerial powers while expanding government enforcement capacity by 70% through the hiring of 100 additional health and safety officers.
CanadaEmployment and HR
Torkin Manes LLP
Torkin Manes LLP
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

Bill C-39: A New Framework For Federal Collective Labour Relations

Bill C-39, the Building Canada Strong Act, proposes significant amendments to the Canada Labour Code that will reshape collective bargaining timelines, ministerial intervention powers, and union certification processes for federally regulated employers. The legislation introduces new conditions for government intervention in labour disputes, accelerates bargaining deadlines for certain collective agreements, and expands obligations for airport service providers.
CanadaEmployment and HR
Langlois Avocats
Langlois Avocats
Article

Projet de loi C-39 : vers un nouvel encadrement juridique des rapports collectifs de travail au fédéral

Le projet de loi C-39 propose des modifications majeures au Code canadien du travail qui transformeraient les relations de travail dans les milieux syndiqués de compétence fédérale. Ces changements incluent un nouvel encadrement des interventions ministérielles, des négociations collectives plus hâtives et une prolongation du processus de conciliation.
CanadaEmployment and HR
Langlois Avocats
Langlois Avocats
Article

Access To Information: The Court Of Québec Rules On The Scope Of Section 22 Of The Access Act

The Court of Québec has clarified the interpretation of section 22 of Quebec's Access to Information Act, determining that public bodies need not prove "economic loss" when refusing document disclosure. The ruling addresses whether universities and other public institutions can withhold pedagogical materials and technical information when disclosure might cause losses or benefit third parties, establishing a new standard for applying access to information exceptions.
CanadaGovernment, Public Sector
Langlois Avocats
Langlois Avocats