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This regulatory initiative will not require consequential amendments to Schedule 1 of the Administrative Monetary Penalties (Canada Labour Code) Regulations. Further information Consult Acts and Regulations for further information on acts and regulations administered by the Labour Program.
- Modernizing Federal Labour Standards
The Honourable Patty Hajdu, Minister of Employment,...
- Modernizing Federal Labour Standards
Jan 22, 2024 · 2024 Amendments 1. Increased Notice Period for Without Cause Terminations: As of February 1, 2024, employers will be required to provide employees with a increasing notice of termination based on the employees’ length of (continuous) service. a.
Regulations are current to 2024-10-02 and last amended on 2023-07-09. Previous Versions. Enabling Act: CANADA LABOUR CODE. Notes : See coming into force provision and notes, where applicable. Shaded provisions are not in force. Help. Search within these regulations: Table of Contents. Canada Labour Standards Regulations. 2 - Interpretation.
- Overview
- On this page
- Part I: Industrial relations
- Part II: Occupational health and safety
- Part III: Standard hours, wages, vacations and holidays
- Part IV: Administrative Monetary Penalties (effective January 1, 2021)
- Related links
From:
The Canada Labour Code (the Code) is an Act of the Parliament of Canada that:
As a regulator, the Labour Program at Employment and Social Development Canada is responsible for:
Currently, the Code is divided into 4 parts.
•Part I: Industrial relations
•Part II: Occupational health and safety
•Part III: Standard hours, wages, vacations and holidays
•Part IV: Administrative Monetary Penalties (effective January 1, 2021)
Part I of the Code governs workplace relations and collective bargaining between unions and employers. This part contains provisions related to dispute resolution, strikes and lockouts. It outlines the labour relations rights and responsibilities of employers, trade unions and employees.
List of industries that must follow Part I (Industrial Relations) of the Code:
•air transportation, including airlines, airports, aerodromes and aircraft operations
•banks, including authorized foreign banks
•grain elevators, feed and seed mills, feed warehouses and grain-seed cleaning plants
•first Nations Band Councils (including certain community services on reserve)
Part II of the Code establishes provisions to prevent workplace-related accidents and injuries, including occupational diseases.
Under Part II, the employer has a general obligation to protect the health and safety of:
•employees while at work, and
•non-employees (such as contractors or members of the public) who are granted access to the workplace
It also places obligations on the following groups to help prevent occupational-related injuries and diseases:
•employees, and
Part III of the Code establishes and protects workers’ rights to fair and equitable conditions of employment.
The provisions of the Code set labour standards for employment conditions. These labour standards establish minimum working conditions in the federally regulated private sector, such as:
•hours of work
•minimum wages
•statutory holidays
•annual vacations, and
Part IV of the Code provides for:
•the new Administrative Monetary Penalties system, and
•the public naming of employers who have committed a violation under:
•Part II of the Code
•Part III of the Code, or
•the related regulations
•Repository of collective agreements: Negotech
•Legislation under the purview of the Minister of Labour
Sep 6, 2023 · As part of the federal government’s initiative to modernize the Canada Labour Code, RSC 1985, c L-2 (the “ Code ”) and associated regulations, a series of anticipated amendments have come into force in recent months, with further amendments on the horizon. These changes may have significant impacts for federally-regulated employers.
Nov 21, 2023 · As of July 9, 2023, federal employers are now required, with certain exceptions, to reimburse employees for reasonable work-related expenses. The Canada Labour Standards Regulations provide a list of factors for determining whether an expense is work-related. They include: whether the expense is connected to the employee’s performance of work;
People also ask
Does Canada's labour program require amendments to Schedule 1?
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Does Canada's Proposed Regulations align with the new amps regulations?
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Will a regulatory initiative be reviewed for consequential amendments to Schedule 1?
Jul 7, 2021 · The proposed Regulations Amending the Canada Occupational Health and Safety Regulations (Part XI) [the “Confined Spaces Regulations”] do not align with Schedule 1 of the new Administrative Monetary Penalties (Canada Labour Code) Regulations (the “AMPs Regulations”), which came into force on January 1, 2021.
