Employment Standards Amendments in Canada: Key Changes in 2024

Sara Santos-Vigneault
Jun 3
3 min read

A person in an orange safety vest sits at a table outdoors, holding a coffee cup. The mood is calm.

In 2024, both federal and provincial governments in Canada introduced notable amendments to employment standards. These changes reflect a growing emphasis on transparency, work-life balance, and workplace safety, as well as a continued effort to adapt to evolving labour market conditions.

This article summarizes six major developments that employers, employees, and HR professionals should be aware of.

1. Right to Disconnect (Federal)

Overview:The federal government has mandated that employers in federally regulated industries adopt written policies on the "right to disconnect." These policies are intended to protect employees from being expected to respond to work communications during non-working hours.

Key Requirements:

Employers must create a written policy outlining expectations for after-hours communications.
The policy must be distributed to all employees and reviewed regularly.

Legal Reference: Canada Labour Code, Part III – Standard Hours, Wages, Vacations and Holidays Justice Laws Website – Canada Labour Code, Part III

2. Pay Transparency in Job Postings (Ontario)

Overview:Ontario introduced measures to increase pay transparency and promote gender equity in the workplace.

Key Requirements:

All publicly advertised job postings must include a salary or compensation range.
Employers cannot ask candidates about their previous compensation history.

Legal Reference: Pay Transparency Act, 2018, S.O. 2018, c. 5Pay Transparency Act – Ontario e-Laws

3. Sick Leave Policy Reform (Ontario)

Overview:Effective October 28, 2024, Ontario amended its Employment Standards Act to reduce administrative burdens on employees using sick leave.

Key Requirements:

Employers can no longer require a medical note for sick leave.
However, employers may request other forms of reasonable evidence.

Legal Reference: Employment Standards Act, 2000, S.O. 2000, c. 41Guide to the ESA – Ontario Government

4. Electronic Monitoring Policies (Ontario)

Overview:Ontario requires employers with 25 or more employees to maintain a written policy on electronic monitoring in the workplace.

Key Requirements:

The policy must indicate whether monitoring occurs, how it is conducted, and under what circumstances.
Employees must be provided with a copy within 30 days of its creation or revision.

Legal Reference: Employment Standards Act, 2000, Part XI.1Ontario e-Laws – ESA: Electronic Monitoring

5. Workplace Harassment and Violence Prevention (Federal)

Overview:Amendments under Bill C-65 aim to bolster the federal framework for preventing workplace harassment and violence.

Key Requirements:

Employers must implement a written policy to address harassment and violence.
Mandatory training is required for both employees and management.
Procedures must be established for reporting and addressing incidents.

Legal Reference:Canada Labour Code, Part II – Occupational Health and Safety Government of Canada – Bill C-65 Framework

6. Replacement Worker Ban During Strikes and Lockouts (Federal)

Overview:On June 20, 2024, the federal government enacted new amendments to limit the use of replacement workers during legal work stoppages.

Key Requirements:

Employers are prohibited from using replacement workers during lawful strikes or lockouts.
Violations may result in fines of up to $100,000 per day.
Employers and unions are encouraged to pre-negotiate essential services to be maintained during stoppages.

Legal Reference:An Act to amend the Canada Labour Code and the Canada Industrial Relations Board Regulations, 2012 Justice Laws – Amended Canada Labour Code