As of September 1, 2019, several changes to the Canada Labour Code have come into force, with more on the way in the coming year. What do those changes mean for federally regulated employees? Here are some of the changes currently in effect for federal employees:
Scheduling and Breaks
Now, federal employers must provide written notice of a shift change at least twenty-four (24) hours before the scheduled shift, and must also provide written notice of an employee’s schedule at least a full four (4) days (96 hours) prior to the beginning of the new schedule.
Federal employees are also now entitled to a thirty-minute (30) break every five (5) work hours, and are entitled to receive at least an eight-hour (8) rest period between shifts. Federal employers must also provide their employees with unpaid breaks for medical reasons if an employee requires it.
Holidays, Leave and Vacation
Federal employees have several new leave entitlements, including up to five (5) days of personal leave and up to five (5) days of bereavement leave—three ((3) three of which are paid for both leave. Federal employees also have up to seventeen (17) weeks of medical leave.
Federal employees dealing with domestic abuse are now entitled to up to ten (10) days of domestic violence leave, five (5) of which are paid. Federal Aboriginal employees who have worked at least three (3) months are entitled to up to five (5) days of unpaid leave per year for traditional Aboriginal practices, such as hunting, fishing, or harvesting.
Federal employees may now postpone or interrupt their vacation if they are eligible for some other leave, and can substitute another day for any public holiday. Lastly, after five (5) years, federal employees are entitled to three (3) weeks paid vacation per year; after ten (10) years, they are entitled to four (4) weeks.
Service Length Requirements
Several changes have been made to the length of service required to be eligible for certain benefits. As of now, there is no minimum service period before employees are eligible for leaves such as maternity or parental leave, medical leave, critical illness leave, or any leave related to the death or disappearance of a child.
Contact Us for Help
In the wake of the new regulations, make sure you understand your rights and obligations.
If you are an employer looking to ensure compliance with the new regulations, or an employee seeking to clarify your new entitlements, our team of experienced employment and human rights lawyers are happy to help.
Disclaimer: This blog is not intended to serve as, or should be construed as legal advice, and is only to provide general information. It is in no way particular to your case and should not be relied on in any way. No portion or use of this blog will establish a lawyer-client relationship with the author or any related party. Should you require legal advice for your particular situation, fill out the contact form, call (800)771-7882, or email firstname.lastname@example.org.
To discuss your matter with us call:
For Toronto: (647)946-6440
For Ottawa: (613)699-0018
Or E-mail: email@example.com or fill out the form below.
BOOK A CONSULTATION TODAY