Occupational Health & Safety Legislation Tracker

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Search results:    Jurisdiction is 'Federal' and Status is 'Royal Assent'

Year Bill/Reg./Act Jurisdiction Status
2017 C-63 Federal
Royal Assent
OHS Impact

This Bill will, make a number of changes to scheduling practices and leaves of absence under the Canada Labour Code impacting all employers within the federal jurisdiction.

Changes

The amendments include the following:

  • Providing employees with a formal right to request flexible work arrangements from their employers
  • Providing employees with at least 24 hours' notice of a change in shift
  • Providing employees with a right to refuse overtime in order to fulfill a family responsibility
  • A new three-day unpaid family responsibility leave
  • A new 10-day unpaid leave for victims of family violence
  • A new three-day unpaid leave for traditional Aboriginal practices
  • Extending the current paid bereavement leave by an additional two unpaid days, and extending the time period in which bereavement leave can be taken
  • Other modifications to provisions on work schedules, overtime, annual vacation and general holidays intended to provide greater flexibility in work arrangements.
Year Bill/Reg./Act Jurisdiction Status
2018 Bill C-86 Federal
Royal Assent
OHS Impact
This Bill makes substantial changes to the Canada Labour Code and enact a federal Pay Equity Act, among other things.
 
Changes
​On October 29, 2018, the Federal Government introduced Bill C-86, the Budget Implementation Act, 2018.  In addition to introducing long-anticipated pay equity legislation, the proposed legislation would make significant changes to the labour standards in Part III of the Canada Labour Code.

The highlights of the proposed legislation are:
Proposed new Pay Equity Legislation:
  • Bill C-86 will enact a new Pay Equity Act that establishes a "proactive" pay equity framework under which employers will need to take up-front steps to eliminate pay differences between men and women.
  • The pay equity framework will apply to public and private sector employers that have 10 or more employees.
  • Employers will be required to establish and maintain a pay equity plan that identifies and corrects differences in compensation between jobs of equal value.
  • A Pay Equity Commissioner will facilitate the resolution of disputes, conduct compliance audits, investigate disputes, objections, and complaints, and have the power to make orders and impose administrative monetary penalties for violations of the legislation.   
Changes to the Canada Labour Code 
  • Sections 303-307 (Parental Benefits and related leave) and 310-311 (CLC)-which extend leave, are In Force March 17, 2019.
  • Break In Force: September 1st, 2019: Employees are entitled to 30 minutes during every period of five consecutive hours of work. If an employee is required to be available or to be “at the employers disposal’ during that period, they must be paid for the duration of the break.
    • Exceptions to this entitlement are based on unforeseen emergencies that could result in imminent or serious threats to persons, property or the employer’s industrial establishment.
  • Rest Period: In Force on September 1st, 2019: Employees are entitled to a rest period of at least eight consecutive hours between work periods or shifts. The above exceptions apply.

Update!
Legislation Briefing
Year Bill/Reg./Act Jurisdiction Status
2018 C-81 Federal
Royal Assent
OHS Impact
Bill C-81 enacts the Accessible Canada Act in order to enhance the full and equal participation of all persons, especially persons with disabilities, in society. This is to be achieved through the progressive realization, within the purview of matters coming within the legislative authority of Parliament, of a Canada without barriers, particularly by the identification, removal and prevention of barriers.
Changes
  • Part 1 of the Act establishes the Minister’s mandate, powers, duties and functions.
  • Part 2 of the Act establishes the Canadian Accessibility Standards Development Organization and provides for its mandate and structure and its powers, duties and functions.
  • Part 3 of the Act authorizes the Accessibility Commissioner to provide the Minister with information, advice and written reports in respect of the administration and enforcement of the Act. It also requires annual report submissions.
  • Part 4 of the Act imposes duties on regulated entities that include the duty to prepare accessibility plans and progress reports in consultation with persons with disabilities. These plans must also be published.
  • Part 5 of the Act provides for the Accessibility Commissioner’s inspection, including production orders and compliance orders and administrative monetary penalties.
  • Part 6 of the Act provides for a complaints process for, and the awarding of compensation to, individuals that have suffered physical or psychological harm, property damage or economic loss as the result of the contravention of provisions of these regulations.
  • Part 7 of the Act provides for the appointment of the Chief Accessibility Officer and sets out that officer’s duties and functions, including the duty to advise the Minister in respect of systemic or emerging accessibility issues.
  • Part 8 of the Act authorizes the Governor in Council to make regulations, including regulations to establish accessibility standards and to specify the form of accessibility plans and progress reports. It also provides, among other things, for the designation of the week starting on the last Sunday in May as National AccessAbility Week.
  • Part 9 of the Act provides for the application of certain provisions of the Act to parliamentary entities, without limiting the powers, privileges and immunities of the Senate and the House of Commons.
  • Parts 10 and 11 of the Act make related and consequential amendments to certain Acts.
Year Bill/Reg./Act Jurisdiction Status
2019 C-97 Federal
Royal Assent
OHS Impact
  • Canada Training Benefit is introduced to help cover the cost of training fees
  • Hazardous Information Review Act amended to review claims for exemptions for both suppliers and businesses.
Changes
  • Part 4 amends the Hazardous Materials Information Review Act to streamline the process for reviewing claims for exemption, to allow for the suspension and cancellation of exemptions and to harmonize the provisions of the Act that allow for the disclosure of confidential business information with similar provisions in other Department of Health Acts
Introducing the Canada Training Credit
  • New, non-taxable Canada Training Credit to help Canadians with the cost of training fees. Eligible workers between the ages of 25 and 64 would accumulate a credit balance at a rate of $250 per year, up to a lifetime limit of $5,000. The credit could be used to refund up to half the costs of taking a course or enrolling in a training program. An individual’s credit balance would be included in the information the Canada Revenue Agency sends them each year.
  • A new Employment Insurance Training Support Benefit to provide workers with up to four weeks of income support through the Employment Insurance (EI) system. This benefit, expected to launch in late 2020, would help workers on training leave and not receiving their regular paycheque cover their living expenses, such as rent, utilities and groceries. To ensure that the Training Support Benefit workers for employers as well as workers, Budget 2019 also proposes to introduce an EI Small Business Premium Rebate to offset the upward pressure on the employer premium rate for small businesses resulting from the introduction of the new EI Training Support Benefit.
  • New leave provisions to protect workers’ ability to take time away from work to pursue training. The Government intends to consult with provinces and territories on the design of the new Canada Training Benefit, to ensure that workers can take the time they need for training, knowing that they’ll have a job to come back to when their training is done.
Year Bill/Reg./Act Jurisdiction Status
2020 Bill C-12 Federal
Royal Assent
OHS Impact
This enactment repeals and replaces the existing Quarantine Act. Its purpose is to prevent the introduction and spread of communicable diseases in Canada.
Changes
  • It provides measures for the screening, health assessment and medical examination of travellers to determine if they have a communicable disease and measures for preventing the spread of communicable diseases, including referral to public health authorities, detention, treatment and disinfestation. Provisions for the administrative oversight of the detention of travellers are also included.
  • It provides for additional measures such as the inspection and cleansing of conveyances and cargo to ensure that they are not the source of communicable diseases.
  • It imposes controls on the import and export of cadavers, body parts and other human remains.
  • It contains provisions for the collection and disclosure of personal information if it is necessary to prevent the spread of a communicable disease or, under certain circumstances, for law enforcement purposes.
  • It also provides the Minister of Health with interim order powers in the case of public health emergencies and enforcement mechanisms to ensure compliance with the Act.
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Year Bill/Reg./Act Jurisdiction Status
2020 Bill C-13 Federal
Royal Assent
OHS Impact
Guaranteeing the rapid implementation and administration of measures to protect Canadians’ health and safety and stabilize the Canadian economy. The authorities in this legislation makes sure that the government can do what it takes to support Canadians and Canadian businesses, and the economy as whole, in a timely way, today and in the future, as the situation continues to evolve. Part 10 amends the Canada Labour Code to, among other things, create a regime which provides for a leave related to COVID-19 of up to 16 weeks. It also amends that Act to provide for the repeal of that regime and to provide for a quarantine leave under the medical leave regime.

On June 16, 2020, the Government of Canada announced an extension of the Canada Emergency Response Benefit (CERB) by an additional 8 weeks for eligible workers. The Canada Revenue Agency (CRA) also provided further details on eligibility for the fourth period (from June 7, 2020 to July 4, 2020) of the Canada Emergency Wage Subsidy (CEWS).
Changes
•    Provides additional assistance to families with children 
•    Provides additional assistance to individuals and families with low and modest incomes 
•    Introduces a Canada Emergency Response Benefit 
•    Introduces a pause on the repayments of Canada Student Loans 
•    Helps businesses keep their workers 
•    Helps protect seniors’ retirement savings from the impact of volatile market conditions 
•    Supports provinces and territories with a COVID-19 Response Fund  
•    Ensures the availability of drugs and medical devices 
•    Supports Canadian businesses through the Business Development Bank of Canada 
•    Supports Canadian businesses through Export Development Canada (EDC) 
•    Supports the agriculture and agri-food sector 
•    Supports the mortgage financing market in Canada
•    Protects Canadians from the Spread of COVID-19 
•    Provides the Minister of Finance with flexibility 
•    Supports the protection of Canadians’ savings by providing 

The Government will continue to carefully monitor all developments relating to the COVID-19 outbreak and is prepared to take further action as required.
 
Year Bill/Reg./Act Jurisdiction Status
2020 Bill C-14 Federal
Royal Assent
OHS Impact
Bill C-14 implements the Canada Emergency Wage Subsidy (CEWS) by amending the Income Tax Act (Canada) to deliver the CEWS as a refund from the Canada Revenue Agency.
Changes
The CEWS was approved by the Canadian Parliament and Senate, making a 75% wage subsidy available for eligible employers for up to 12 weeks, retroactive to March 15, 2020
Employers may qualify for a base refund of up to 75% of pre-crisis salaries and wages for existing employees or 75% of salaries and wages for new employees (in both cases up to a maximum benefit of $847 per week), plus certain employer-paid payroll contributions, during the program.

To qualify for the CEWS, an employer must:
• Be an eligible entity such as:
  • a corporation (other than a tax-exempt entity or “public institution”, such as a school or hospital) (note that this includes domestic as well as foreign (and foreign-controlled) corporations);
  • an individual (note that this includes trusts);
  • a registered charity (other than a public institution);
  • a non-profit organization or other specified tax-exempt entity (other than a public institution); or
  • a partnership each of whose members is an eligible entity as described above
• Have a revenue reduction of at least 15% in March 2020 and 30% in April and May 2020,
• Have had a CRA payroll program account on March 15, 2020, and
• Apply for the CEWS before October 1, 2020.

An eligible employee is any individual employed in Canada during a qualifying period, unless the employee was without pay for 14 or more consecutive days. Employees who do not deal at arm’s length with their employers can be consider “eligible employees”, but are subject to special rules.

 
Year Bill/Reg./Act Jurisdiction Status
2020 Bill C-20 Federal
Royal Assent
OHS Impact
Bill C-20 has received royal assent, allowing the extension of the Canada Emergency Wage Subsidy (CEWS) program until December 19, 2020, including redesigned program details until November 21, 2020.
This bill provides eligible employers a gradually decreasing base subsidy.  This will help many struggling employers with less than a 30-per-cent revenue loss get support to keep and bring back workers, while also ensuring those who have previously benefited could still qualify, even if their revenues recover and no longer meet the 30 per cent revenue decline threshold, according to the government.
 
Changes
  • Introduces a top-up subsidy of up to an additional 25 per cent for employers that have been most adversely affected by the COVID-19 crisis; 
  • Ensures employers that have already made business decisions for July and Aug. that they will not receive a subsidy rate lower than they would have under the previous rules;
  • Provide continuity rules to address circumstances where an employer purchased all or substantially all of another entity’s business assets;
  • Make the proposed amendments to the CEWS previously introduced in Bill C-17, An Act respecting additional COVID-19 measures.

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