Keeping pace with the rapidly evolving regulatory landscape can be daunting, but it is essential for ensuring compliance and fostering a thriving workplace environment. Here we highlight the key amendments enacted in 2024, along with changes anticipated in 2025, and offer a couple of insights into managing these updates effectively.
2024 Legislative Highlights
Employment Standards Act, 2000 (ESA)
In Force as of March 21, 2024:
- Definition of “Employee”: Individuals in “trial periods” are now considered employees, ensuring they are entitled to ESA protections.
- Deductions from Wages: Employers can no longer deduct wages for cash shortages or losses of property caused by others.
In Force as of June 21, 2024:
- Payment Methods for Tips: Tips must be paid via prescribed methods, including cash or direct deposit to employee-selected accounts.
- Written Tip Policies: Employers sharing in tip pools must maintain written policies posted in the workplace.
- Vacation Pay and Direct Deposit Clarifications: Agreements on vacation pay and direct deposit must be documented in writing.
In Force as of October 28, 2024:
- Sick Leave Evidence: Employers cannot mandate doctor’s notes for sick leave verification.
- Fines and Penalties: Maximum fines for ESA violations have doubled to $100,000 for individuals.
Occupational Health and Safety Act (OHSA)
In Force as of October 28, 2024:
- Telework Coverage: The OHSA now includes telework, extending protections to remote workers.
- Virtual Harassment: Harassment through information technology is explicitly recognized.
- Policy Modernization: Employers can post safety policies and committee details electronically.
In Force as of December 19, 2024:
- Fines for Repeat Offenses: Corporations face minimum fines of $500,000 for serious repeat violations resulting in worker injury or death.
- Personal Protective Equipment (PPE): Employers must ensure PPE fits appropriately and meets safety standards.
What to Expect in 2025
Upcoming ESA Amendments to watch for
June 19, 2025:
- Long-Term Illness Leave: Employees with 13 weeks of service will be entitled to up to 27 weeks of unpaid leave for serious medical conditions.
July 1, 2025:
- Employee Information Requirements: Employers with 25+ employees must provide detailed employment information before or shortly after the first day of work.
OHSA Changes
July 1, 2025:
- Washroom Standards: Employers must maintain detailed cleaning records for washroom facilities.
Navigating Rapid Legislative Changes
With legislation evolving at a breakneck pace, staying compliant can feel like an uphill battle. From understanding the nuances of new amendments to implementing changes across your organization, the complexity of regulatory compliance can overwhelm even seasoned HR professionals.
Challenges Include:
- Interpreting Complex Language. Legal texts are often intricate, making interpretation and application difficult.
- Ensuring Timely Compliance. With multiple deadlines and overlapping requirements, staying on track requires meticulous planning.
- Industry-Specific Implications. Different sectors face unique challenges, necessitating tailored approaches.
How CatalystHR Partners Can Help
At CatalystHR Partners, we specialize in translating legislative complexities into actionable strategies tailored to your organization. Here’s how we can support you:
- Policy Development. We create compliant policies aligned with your organizational goals.
- Training and Communication. Empower your teams with training sessions that simplify compliance requirements.
- Audit and Advisory Services. Assess current practices to identify gaps and opportunities for improvement.
Stay Ahead with CatalystHR Partners
Compliance isn’t just about avoiding penalties—it’s about building a resilient, employee-focused workplace that adapts to change. Let CatalystHR Partners be your trusted guide in navigating these legislative updates and positioning your organization for sustainable growth.
Contact us today to learn how we can help you stay compliant and thrive in 2025 and beyond.
