Government of Canada is making changes to create healthier, safer and fairer work environments

GATINEAU, QC, Jan. 1, 2021 /CNW Telbec/ – The Government of Canada is committed to improving workplace safety and equality and to protecting workers’ rights. That is why we are modernizing the Canada Labour Code and making changes to create work environments that are healthier, safer and fairer.

Today, the Minister of Labour, Filomena Tassi, announced several legislative and regulatory changes that have come into force as of January 1, 2021.

Making workplaces healthier, safer and fairer will provide Canadians with a real chance to succeed,” said Filomena Tassi, Canada’s Minister of Labour. “The regulatory changes coming into force today will create work environments in which federally regulated workers will be better able to achieve their potential. These changes will benefit workers, employers, the economy and all Canadians,” said Tassi.

The federal government’s legislative and regulatory changes that have now come into force as of January 1, 2021 are:

Strengthening prevention of harassment and violence in the workplace

• The anti-harassment and violence legislation (Bill C-65) puts in place a regime that takes all forms of harassment and violence into consideration.
• Employers in federally regulated workplaces and parliamentary workplaces must conduct a workplace assessment, develop a workplace harassment and violence prevention policy, develop and implement violence and harassment training, and establish a thorough process for dealing with incidents.

Improving compliance with the Code

• The new Part IV (Administrative Monetary Penalties) of the Code establishes an administrative monetary penalties system, which penalizes employers who do not comply with the Code’s health and safety or labour standards. 
• Employers who do not comply with the Code’s occupational health and safety or labour standards provisions could face a monetary penalty of up to $250,000. Monetary penalties will be calculated based on the type of violation, the size of the business and any previous monetary penalties for violations of the same or higher classification.
• To provide employers with more time to adjust to these changes, monetary penalties for administrative violations—for example, record keeping and reporting requirements—will not be imposed until January 1, 2022.

Enhancing equality in the workplace

• The amendments to the Employment Equity Regulationsintroducenew pay transparency measures to raise awareness of the wage gaps experienced by women, Indigenous Peoples, persons with disabilities and members of visible minorities in federally regulated workplaces. With the leadership of employers, we expect these measures to help shift business culture and expectations toward greater equality and better outcomes for workers and their families.
• The first release of aggregated wage gap information is expected in the winter of 2023.

Together, these efforts will help create workplaces where workers feel safe, valued, included and secure. When workers feel good, their motivation is increased and they are better able to reach their potential—this is good for workers, employers and all Canadians.

The Labour Program has been working closely with stakeholders to help them prepare for the coming into force of these importance changes. Employers and other workplace parties are encouraged to consult Canada.ca/labour or to contact the Labour Program at 1-800-641-4049 for more information or for support implementing these changes in their workplace.

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