The recent passing of Bill 27, or the Working for Workers Act, 2021, along with the increase in minimum wage to $15 as of January 1, 2022, will impact Ontario organizations in the new year.
Here we outline the changes, how they may affect your business, and how P&A can help:
Minimum wage increases to $15 on January 1, 2022
▪ If your organization employs staff at minimum wage, you may need to adjust your salary grids.
▪ P&A can help you review your wage grids and determine if salaries will be impacted across the organization.
| ▪ | If your organization employs staff at minimum wage, you may need to adjust your salary grids. |
| ▪ | P&A can help you review your wage grids and determine if salaries will be impacted across the organization. |
Elimination of Non-Compete Clauses
▪ Individual contracts of employment can no longer contain a post-employment non-competition restriction.
▪ Does not apply to executives.
▪ P&A can review your organization’s offer letter templates and employment contract templates to make sure they are compliant.
| ▪ | Individual contracts of employment can no longer contain a post-employment non-competition restriction. |
| ▪ | Does not apply to executives. |
| ▪ | P&A can review your organization’s offer letter templates and employment contract templates to make sure they are compliant. |
Requirement for a Policy on Disconnecting from Work
▪ Applies only to organizations with more than 25 employees.
▪ Requires that by May 2022, your organization must have a written policy about ‘disconnecting’ from work.
▪ P&A anticipates that this may be tricky to navigate given work-from-home and flexible work arrangements that many organizations currently provide, as well as defining what ‘disconnecting from work’ means.
▪ P&A can help you prepare the policy to best suit your workplace and employment arrangements, and ensure you are compliant.
| ▪ | Applies only to organizations with more than 25 employees. |
| ▪ | Requires that by May 2022, your organization must have a written policy about ‘disconnecting’ from work. |
| ▪ | P&A anticipates that this may be tricky to navigate given work-from-home and flexible work arrangements that many organizations currently provide, as well as defining what ‘disconnecting from work’ means. |
| ▪ | P&A can help you prepare the policy to best suit your workplace and employment arrangements, and ensure you are compliant. |
Contact Pesce & Associates about the upcoming changes in employment law in Ontario and find out how we can support you.
The P&A Team
