Ontario’s Bill 190, Working for Workers Five Act, 2024, amended the Occupational Health and Safety Act (OHSA) to add new washroom facility-related requirements for employers and constructors on construction projects.
A new regulation was published that prescribes information that must be provided to “employees and prospective employees” regarding rates of pay, work location and hours of work.
The UK Government is lowering the length of service employees must have before they can bring an unfair dismissal claim and has indicated that probationary periods may be of use in this situation. France’s laws in the area are instructive.
On October 30, 2024, the UK Government set out the Autumn Budget with changes to the minimum wage, employer National Insurance Contributions, and the taxation of umbrella companies.
The court in a wrongful termination case found the termination provisions in the employment agreement were unenforceable because they violated the ESA and awarded the plaintiff two months’ damages in lieu of reasonable notice.
A new decision provides guidance on when an administrative body’s statutorily permitted review of its past decision will be considered the “continuing effect” of a previous act of discrimination rather than a new and discrete act of discrimination.
Dutch law prohibits employers from paying full-time employees differently—i.e., more favorably—than part-time employees, unless the difference in pay can be objectively justified. This is not readily the case, however.
In Bertsch v. Datastealth Inc., 2024 ONSC 5593, the Ontario Superior Court of Justice dismissed an employee’s claim for common law reasonable notice of termination on a Rule 21 motion.
