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HomeNewsOntario Government Proposes Changes To Employment Standards Act To Help Protect Remote...

Ontario Government Proposes Changes To Employment Standards Act To Help Protect Remote And Precarious Workers

KAWARTHA LAKES-The Ontario government is proposing updates to employment laws that would respond to more workers being remote and the changing economy.

Under the proposed changes, employees who work solely from home would be eligible for the same enhanced notice as “in-office” and other employees in mass termination situations. This would ensure that remote employees receive the same eight-week minimum notice of termination or pay-in-lieu, preventing companies from taking advantage of them.

“Whether you commute to work every day or not shouldn’t determine what you are owed. No billion-dollar company should be treating their remote employees as second-class,” said Monte McNaughton, Minister of Labour, Immigration, Training and Skills Development. “The future of work is here, and our government will continue to lead the country in ensuring workers have the protections they need to find better jobs and earn bigger paycheques in the 21st century economy.”

Also, under Ontario’s Employment Standards Act (ESA), employers are currently only required to share the latest version of the employment standards poster, which outlines ESA workplace rights and responsibilities, with new employees. To protect precarious employees, the government is also proposing regulatory changes that would require employers to provide new hires with information in writing about their job, such as pay, work location and hours of work, and the date by which that information needs to be provided (e.g. before their first shift).

“We applaud Minister McNaughton for taking steps to ensure that all workers in Ontario are afforded the same rights and protections, regardless of their workplace setting,” said Chris Albinson, CEO and President of Communitech.

The ESA’s notice rules for mass termination apply when the employment of 50 or more employees is terminated at an employer’s establishment within a four-week period. In the case of a mass termination, an employee could be entitled to eight, 12 or 16 weeks’ notice, depending on the number of employees terminated.

The proposed changes, if passed, would broaden the definition of “establishment” to include employees’ remote home offices, making employees who solely work remotely from home eligible to received enhanced notice.

Generally, under the ESA, an employee who is terminated after five years of service would be entitled to five weeks of paid notice or pay-in-lieu under individual termination rules, but if that employee is one of 100 employees terminated at an employer’s establishment within a four-week period then that employee would be entitled to eight weeks of paid notice or pay-in-lieu.

These proposed changes are part of a larger package that expands on the ground-breaking actions in the Working for Workers Acts, 2021 and 2022, which are already helping millions of people by introducing additional supports that embrace the future of work.


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Pamela Vanmeer
Pamela Vanmeerhttps://www.kawartha411.ca/
Pamela VanMeer is a two time winner of the prestigious Radio Television Digital News Association (RTDNA) Award. Her investigative reports on abuse in Long Term Care Homes garnered international attention for the issue and won the Ron Laidlaw Award. She is a former reporter and anchor at CHEX News, now Global Peterborough and helped launch the New CHEX Daily, a daily half hour talk show. While at CHCH News in Hamilton she covered some of the biggest news stories of the day.

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