On November 21, 2018, Ontario’s Bill 47 received Royal Assent, becoming law. Many of the provisions under the Making Ontario Open for Business Act, 2018 will not come into force until January 1, 2019, but that’s coming up quick, and some provisions are already in effect. These tight timelines mean that it’s crucial for organizations to have the right information on what policies need to change.
Many of the amendments made to the Employment Standards Act, 2000 (ESA) roll back existing provisions or cancel planned ones. For some requirements, employers may not have to make changes to their policies—organizations are always allowed to exceed the requirements of the ESA—but may do so if they choose. Conversely, many of the changes to the Labour Relations Act, 1995 (LRA) will require very specific action or prohibit certain union actions. There are also changes to various other acts, but these are primarily insubstantial changes to make wording and section references consistent with the amended ESA and LRA.
While there are many changes employers must make, not every amendment requires a change in your policies. Download our FREE Bill 47 Update Guide to see what’s different, what’s repealed, and how your organization may need to adjust. Although we’ve already covered the ESA changes in some detail in a previous article, we’ll first spend some time in our downloadable guide reviewing the basics again before covering the changes to the LRA more thoroughly.
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