With the start of a new year, employers should take the opportunity to review and update employment contracts and policies while preparing for new legislation.
Revisions to the Worker for Workers Act coming in 2025 is reason enough to take stock but the new year is always a good time to re-evaluate your policies and contracts. It makes sense to do it now. After paying out bonuses in anticipation of tax season employers should reassess where they stand with their workplace policies.
The Working for Workers Six Act, 2024 was introduced in November 2024 and will impact many Ontario workplaces. For instance, there is an amendment to the Occupational Health and Safety Act (OHSA), a portion of which is either going to be
governed by an employer’s contract or in their policy and procedures manuals. Corporate fines for subsequent workplace injuries will be increased.
There will be mandatory minimum fines of $500,000 for corporations convicted of repeat OHSA offences which result in the serious injury or death of workers within a two-year period.
Change is commonplace in the employment world. That has been especially so in the period during and after the pandemic when almost all levels of government turned their attention to working conditions with an eye to protecting employees. We are still seeing the results of that increased interest.
Employers need to remain vigilant. But that does not necessarily mean companies need to draft new employment agreements. Most contracts...
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