Publication
New rights for employees
A number of new employment laws came into force in April 2024 to provide greater flexibility for employees, including enhanced flexible working rights and new leave entitlements.
Author:
Canada | Publication | March 13, 2020 7:20 PM ET
A few hours ago, we published a Legal update answering the questions most frequently asked by employers in Québec.
Since then, the situation has been evolving at a brisk pace. The closing of both public and private establishments has multiplied, reminding us of the importance of having a structured business continuity plan in place. But what can be done when a business interruption, even a temporary one, must be considered?
This situation may unfortunately become a reality for some organizations, which may have to, for instance, deploy medical prevention measures or find that they are unable to stay open due to a high absenteeism rate.
Due to this exceptional situation, we believe that employers may be able to temporarily lay off employees without pay under the circumstances.
In such a scenario, the following elements should be taken into consideration:
Obviously, such a decision will not be without consequences for employees and businesses alike, which is why we would like to make a few recommendations should such a course of action become necessary:
Publication
A number of new employment laws came into force in April 2024 to provide greater flexibility for employees, including enhanced flexible working rights and new leave entitlements.
Publication
On 24 April 2024, the European Parliament voted to adopt the long-awaited EU Corporate Sustainability Due Diligence Directive (CSDDD or the Directive).
Publication
We are delighted to announce that Al Hounsell, Director of Strategic Innovation & Legal Design based in our Toronto office, has been named 'Innovative Leader of the Year' at the International Legal Technology Association (ILTA) Awards.
Subscribe and stay up to date with the latest legal news, information and events . . .
© Norton Rose Fulbright LLP 2023