Sterling Responds Strategically to Upcoming Legislative Changes in Canadian Employment Law

Introduced by the Ontario Government on November 14, 2023, the Act encompasses crucial modifications affecting job postings, AI disclosure, vacation pay, trial shifts, wage deductions, tips, and other relevant employment-related legislation.

The impending legislative amendments, expected to come into force on a date named by proclamation of the Lieutenant Governor, will impact Ontario employers
significantly.

Sterling Brokers emphasizes the importance for employers to stay abreast of these changes and proactively adapt their policies and practices to ensure compliance.

Close up image of people discussing a legal document.

Key Highlights of the Working for Workers Four Act, 2023:

Job Posting Requirements:
- Employers mandated to include expected salary ranges in job postings.
- Prohibition of Canadian experience requirements in job postings.
- Mandatory disclosure of AI use in the hiring process for publicly advertised positions.
Vacation Pay:
- Amendments to clarify the timing of vacation pay, ensuring compliance with default timelines.
Trial Shifts, Deductions, and Tips:
- Prohibition of unpaid trial periods for individuals completing trial shifts.
- Explicit prohibition of withholding wages for goods or services not paid by customers.
- Transparency requirements for employers with policies on sharing tips or gratuities.
Other Employment Legislation Changes:
- Amendments to Digital Platform Workers’ Rights Act, 2022, Workplace Safety and Insurance Act, 1997, and Fair Access to Regulated Professions and Compulsory Trades Act, 2006.
Upcoming Consultations:
- Ontario Government consultations on restricting NDAs in workplace cases and introducing a job-protected leave for critical illnesses.

Sterling encourages employers to be proactive in understanding and adapting to these impending legislative changes. Our team of experts is available to provide guidance and support to ensure a seamless transition.