Recent legislative changes for provincially regulated employers

There were several legislative amendments made and/or introduced in 2024 for provincially regulated employers across Western Canada. This post recaps some of those key legislative changes.

Province of employment for remote workers

On January 1, 2024, the Canada Revenue Agency’s Province of Employment amendments came into effect for remote workers. While an employee’s province of residence (i.e., where they permanently live and work) will determine the relevant employment standards legislation, the province of employment (POE) determines their CPP, Employment Insurance, and income tax deductions impacts which TD1 form is used and the associated deductions.

WorkSafeBC Legal Duty to Cooperate and other worker’s comp updates

Per Bill 41, as of January 1, 2024, employers and workers have a “legal duty to cooperate” with each other and with WorkSafeBC and a “duty to maintain employment” following a workplace injury. This duty (applicable to employers with 20+ employees who have at least one year of service) includes maintaining communication, identifying suitable work, and providing WorkSafeBC with relevant information/reporting. With the intent of getting employees back to work as quickly as possible, employers must make all necessary and reasonable changes to accommodate the employee (to the point of undue hardship), and workers must also comply with their duty to cooperate.

Violence policy requirements under the Saskatchewan Employment Act

As of May 2024, provincially regulated employers in Saskatchewan must have a violence policy and prevention plan that includes: their commitment to minimizing/eliminating risk; identification of at-risk worksites and/or positions; procedures for handling violent incidents; and training programs/ recommendations for employees who are, or may be, exposed to violence.

Our HR Consultants can help you navigate ongoing legislation amendments and update your practices/documents accordingly.