The Federal Government has announced that time periods under the deemed termination provision of the Canada Labour Standards Regulations (the "Regulations") have been temporarily extended, effective June 22, 2020.

Regrettably, RIFs (Reductions In Force) are becoming an increasing reality in today’s economic climate.

During the recession of 2008, many Alberta human resource practitioners and general counsels had to address the impact of employee layoffs.

Ontario has once again extended the relief for employers from the temporary layoff provisions under the Ontario Employment Standards Act, 2000 (ESA) in the hopes of protecting businesses...

The temporary layoff period in the Canada Labour Code applicable to federally regulated employers have recently been extended.

Employment relationships can be difficult to manage on their own, but often become more complicated where they engage the interests of third parties.

Earlier this summer, the Government of Alberta made good on a campaign promise to introduce a host of changes to Alberta's labour and employment laws.

The acronym "IDEL" refers to the Ontario government's Infectious Disease Emergency Leave, which was added to the Employment Standards Act (the "ESA") in March, 2020

On March 18, 2020, B.C.'s Minister of Public Safety and Solicitor General, Mike Farnworth, declared a state of emergency in response to the COVID-19 pandemic.

On May 29, 2020, the provincial government published a new regulation that temporarily amends the treatment of temporary layoffs under the Ontario Employment Standards Act, 2000 (the "ESA").

The Ontario Government has announced a further extension to the definition of the "COVID-19 period," extending the maximum periods of COVID-related temporary layoffs from January 2, 2021 to July 3, 2021.

On September 3, 2020, Ontario's government announced that it would extend layoff protections, preventing temporary layoffs due to COVID-19 from automatically becoming terminations of employment.

Faraz Kourangi discussed the importance of ensuring that employment contracts clearly authorize temporary layoffs, cautioning that without such contractual language and genuine employee consent, employers risk facing constructive dismissal claims under common law.

This blog was prepared with the assistance of summer law student Matthew Taras. On July 9, 2021, the Chief Medical Health Officer, Dr. Saqib Shahab, released a Public Health Order announcing that the Province of Saskatchewan will enter Step Three of the Re-opening Roadmap on July 11.

Ontario employees on temporary layoff (or on reduced hours) due to COVID-19 are currently deemed to be on Infectious Disease Emergency Leave ("IDEL") under the Employment Standards Act (the "ESA")

On December 7, 2021, Ontario announced it would extend the availability of Paid Infectious Disease Leave (Paid IDEL) until July 31, 2022, and the temporary relief measures from the termination and severance provisions

In order to address the economic impact of COVID-19 on Ontario's businesses, in June 2020 the Ontario government created a special leave called "infectious disease emergency leave" (IDEL) through...

On May 28, 2025, the Government of Ontario introduced Bill 30, Working for Workers Seven Act, 2025 (Bill 30), representing the latest addition to a series of legislative initiatives...

In November 2024, Rogers Sports & Media announced layoffs affecting dozens of employees in its audio division, citing declining advertising revenue and market uncertainty.

The Ontario Government recently announced proposed amendments to the province's employment laws that would clarify remote employees' entitlements in situations of mass termination.