Exclusive to Canadian HR Reporter from Rudner Law.
On February 1, 2024, amendments to the Canada Labour Code (CLC) will come into force, increasing the amount of notice a federally regulated employer must provide an employee on termination of employment from the current two weeks to a maximum of eight weeks.
This brings employee entitlements under CLC in line with provincial employment statutes. However, despite this increase to the CLC, a significant gap remains between an employee’s statutory entitlements and reasonable notice at common law – regardless of their location.
