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[HR] Bill 47 Receives Royal Assent – What You Need To Know

On November 21, 2018, Bill 47, Making Ontario Open for Business Act, 2018  as it is known as, passed its Third Reading and received Royal Assent. Bill 47 repeals or rewrites numerous provisions of the previous government’s Fair Workplaces, Better Jobs Act, 2017  (“Bill 148”).

The Bill 47 amendments to the Employment Standards Act, 2000 come into force on January 1, 2019. However, employers should approach any future changes to Bill 148 entitlements with caution. For non-union employees, the employer will be at risk of a constructive dismissal claim if it did not preserve the right to change the entitlement to correspond with its legal obligations. Legal advice should be obtained before any changes are made that would reverse or reduce Bill 148 entitlements.

In unionized worplaces, employers who are currently engaged in bargaining should ensure that, where possible, they use language that limits the employer’s obligations to statutory (legislative) compliance.

Key Take-aways

The changes to the Employment Standards Act, 2000, under Bill 47 come into force on January 1, 2019:

The changes the the Labour Relations Act, under Bill 47 come into force on November 21, 2018:

Feel free to review our previous blog on this topic. For additional information or for HR guidance for your workplace scenario call Beneplan for assistance.